What are the most common conflicts in research team collaboration?

1 Communication barriers

One of the most frequent and fundamental causes of conflicts in research team collaboration is poor or insufficient communication. Communication barriers can occur due to different languages, cultures, backgrounds, expectations, styles, or preferences of the team members. They can lead to misunderstandings, confusion, errors, delays, or resentment. To overcome communication barriers, you need to establish clear and frequent channels of communication, use simple and precise language, avoid jargon and assumptions, listen actively and respectfully, and provide constructive feedback and recognition.

2 Role ambiguity

Another common source of conflicts in research team collaboration is role ambiguity, which means that the team members are not clear about their responsibilities, tasks, goals, or authority within the project. Role ambiguity can result in duplication of work, gaps in performance, lack of accountability, or power struggles. To prevent role ambiguity, you need to define and communicate the roles and expectations of each team member, assign tasks and deadlines, monitor progress and quality, and resolve conflicts or issues promptly.

4 Personality clashes

A fourth common factor that can trigger conflicts in research team collaboration is personality clashes, which occur when the team members have incompatible or conflicting personalities, values, attitudes, or behaviors. Personality clashes can cause friction, annoyance, distrust, or conflict among the team members. To cope with personality clashes, you need to respect and appreciate the diversity and differences of the team members, avoid stereotypes and judgments, focus on the common goals and interests, and communicate and collaborate with empathy and professionalism.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?