What are some strategies for facilitating a workshop with a team that has a history of conflict?

Send out an anonymous pre-survey to get the team's input on the conflict points. Make sure they know it's confidential. Use the data to hone in on common themes. Now, you're not just a spectator; you're a coach who knows the team's weaknesses. Personally call up team members if you have to. This isn't amateur hour. Know the landscape before you set foot on it.

I've done this serval times before. I like to set the tone by recommending a book that gives the team perspective and insights. My favorite is the 5 Dysfunction of a Team or Start with Why. Then I suggest brining the team together in a setting outside the office, providing a safe zone, and discussing the book. From there, listen, take feedback, and develop a thematic goal with achievable outcomes in a set period of time. The leader must make themselves vulnerable, provide the setting, and listen to the discussion.

I can think of 3 key steps: 1) motivation - start with why. Why are we having this workshop, what is our goal, what's in it for participants? 2) Organize a prep session with a small group of reps from the team, with diverse attitude and approach. Start a honest conversation, speaking openly about the conflict of the team, but in a constructive, forward-looking way, to uncover all underlying issues in a respectul manner. Listen and ask open questions, using coaching techniques to pull answers and solutions from people. 3) Set clear expectations prior to starting the workshop, clarifying goals, possible blockers, and identified solutions. Envision success and after the workshop, follow up with the wins to reinforce the change in behavior.

- Set some ground rules (that come from the entire team) to keep things in a very positive upper quadrant. - See how you can find more common ground (e.g. we all want to reduce waste, improve customer experience, reward excellent performance) - See how much agreement you can get in top 1-2 challenges - Involve folks from each camp to develop strategies to address these challenges - Hold some of the informal leaders accountable to continue the progress.

"Understanding the root causes of conflicts and acknowledging the diverse perspectives within the team is the first step toward resolution. By creating a safe space for open dialogue, you enable team members to voice their concerns and work together to find common ground. This process not only leads to conflict resolution but can also uncover innovative solutions that might not have been apparent in a more harmonious environment. In the following sections, we will delve deeper into specific strategies for approaching and resolving conflicts during team workshops."

If you’re looking to garner trust from the audience, consider extending that trust by allowing the participants to create the rules, if any, for what is their workshop. If you’ve stated the purpose and objectives, allow them to determine their rules for participation. Accent the commonalities between the group to highlight common interests despite disparate positions.

I think it’s essential to establish ground rules that promote respect and active listening from the start. Begin with a clear outline of objectives to align the group, use neutral language to keep discussions constructive, and engage in team-building activities to foster trust, while understanding trust can’t be built in one meeting or overnight. Incorporating an external facilitator can also offer neutrality and expertise. Conclude with solid next steps and a commitment to follow-up, ensuring that the workshop marks the start of ongoing collaboration and conflict resolution.

Set Clear Objectives: Clearly define the goals of the workshop. Having a shared purpose can help participants focus on common objectives rather than past conflicts. Establish Ground Rules: Establish and communicate ground rules for the workshop. This can include guidelines for respectful communication, active listening, and a commitment to constructive engagement. Neutral Facilitator: Consider having an external, neutral facilitator to lead the workshop. This person can bring objectivity and help steer the discussion in a positive direction.

Communicate the workshop's purpose, objectives, and the importance of constructive engagement. Establish ground rules that prioritize respectful communication, active listening, and a commitment to finding solutions. Emphasize the collective goal of the workshop and the value of each team member's input. Address the history of conflict transparently and encourage a fresh start. Foster a culture of openness and collaboration, reinforcing the idea that the workshop is a platform for positive change.

A one-pager with the workshop objectives, ground rules, and agenda should go out 48 hours before D-Day. Gives people time to put on their adult pants and show up prepared. Lay down the law—no shouting matches, and let's aim for solutions, not a soap opera.

Re: “create a safe space” It’s also important to use tools that ensure and or draw out contributions from all participants e.g. by allowing short breaks for participants to think about questions posed, answer privately then publicly share to all participants in the workshop

Start with a 'no-judgment' exercise. Have everyone spill on one mistake they've made and what they learned. This will level the playing field. You're not there for a performance review; you're there to get real. Cut the fluff. Safe doesn't mean boring. Get people engaged, not asleep.

Rightly said, provide that comfortable professional zone to each team member equally that they can talk and discuss openly their thaughts. When team speaks their fear, achievements, happiness and goals than you can valuation in which role they fit better on the ground of common sense.

When guiding a conflicted team in a workshop, I employ the Thinking Style Profile to foster understanding. This scientific approach creates a non-confrontational space for self and mutual comprehension. The intention behind this strategy is to establish a safe space where team members can engage with each other in a way that is both professional and considerate, enabling them to navigate their differences and conflicts in a more constructive manner.

Acknowledge Past Conflicts: Address the elephant in the room. Acknowledge the history of conflict and express the importance of moving forward collaboratively. Focus on Solutions, Not Blame: Encourage participants to focus on finding solutions rather than placing blame for past issues. Emphasize a forward-looking mindset. Small Group Activities: Break the team into smaller groups for discussions and activities. This can create a more intimate setting where team members feel comfortable expressing themselves.

Facilitating a workshop with a team that has a history of conflict can be challenging, but it is also an opportunity to help the team build trust, improve communication, and develop a more positive working relationship. Here are some effective tools that can be helpful: ~ Icebreakers and team-building activities ~ Two truths and a lie ~ Common ground ~ Human knot ~ Structured discussions and problem-solving ~ Fishbowl ~ Root cause analysis ~ Brainstorming ~ Role-playing and simulations ~ Role-playing conflict scenarios ~ Simulating negotiation ~ Using case studies ~ Feedback and reflection ~ One-on-one feedback ~ Group feedback ~ Journaling

Employ collaborative platforms for real-time documentation, ensuring clarity on discussions and action items. Use anonymous surveys or digital feedback mechanisms to encourage honest input. Implement visual aids like charts or diagrams to enhance understanding. Integrate project management tools for tracking progress transparently. Employ conflict resolution frameworks to address issues systematically. Foster digital collaboration to promote equal participation.

One of the tools that worked for me is behaviour analysis. It raises awareness as to what are the causes of conflicts. Could be our blind spots or just the way we act in certain circumstances, or it could be that our fears are "touched" and these could trigger conflict. Becoming aware of these, not only that people will know what not to do/say/interpret, but could open a new era in communication within the team.

Deploy something like the 'Five Whys' method. Assign breakout groups to deep-dive into specific issues. Helps to cut through the crap and get to the heart of the problem. Use Post-its, whiteboards, or hell, use interpretive dance if it gets the job done.

Use Icebreakers: Incorporate icebreaker activities to build rapport and ease tension. These can help team members see each other in a different light. Anonymous Feedback: Allow team members to provide feedback anonymously. This can encourage more honest communication, especially if there's a fear of reprisal. Encourage Active Listening: Teach and encourage active listening skills. Ensure that team members feel heard and understood. Conflict Resolution Training: If appropriate, consider providing training on conflict resolution techniques. Equip the team with tools to navigate disagreements constructively.

I have found that embracing the emotions helps to drive stronger results. People are passionate in their work and usually when it is a negative connotation - it’s stemming from a previous experience. Hear them out, what’s makes them tik. Same for overly excited people in a workshop, what is driving their emotion, how can we use those experiences to make better decisions and drive the effort forward most efficiently. Always hear out your team - they are there to help and are in the workshop for a reason.

Acknowledge and validate feelings, creating a safe space for expression. Encourage self-awareness and empathy among team members. Intervene diplomatically if emotions escalate, redirecting focus to the workshop's goals. Incorporate mindfulness techniques to maintain a calm atmosphere. Model emotional regulation, exhibiting composure and empathy. Facilitate open dialogue on emotions' impact on collaboration.

One time at work I experienced a conflict in my team and I tried to resolve it by pulling everyone in the team. it does not work. but then i have used some strategy Use Icebreakers: Incorporate icebreaker activities to build rapport and ease tension. These can help team members see each other in a different light. Anonymous Feedback: Allow team members to provide feedback anonymously. This can encourage more honest communication, especially if there's a fear of reprisal. Conflict Resolution Training: If appropriate, consider providing training on conflict resolution techniques. Equip the team with tools to navigate disagreements constructively..

Managing emotions require everybody in the room to be able to monitor themselves. Therefore it presupposes that all the parties involved need to be able to act responsibly. During conflict emotions sometimes do come up. As a facilitator of conflict resolution process, listen in to the conflict. Conflict and emotions usually arise due to expectations that is not met. Understand the expectations of each parties and facilitate toward win/win for each parties.

Facilitating a workshop for a conflict-riddled team can be challenging as tensions may emerge. Prepare to address these sentiments respectfully and sensitively. Employ emotional intelligence skills like self-awareness, self-regulation, empathy, and social skills to decipher and manage your own and others' emotions. Techniques such as reframing, de-escalation, or mediation can aid in helping the team tackle and surmount their negative feelings.

Summarize the workshop's action items in a shared doc with assigned roles and deadlines. Keep tabs in bi-weekly meetings. If it isn't written down and followed up on, it didn't happen. Simple as that. Be a hawk, not a dove. If commitments aren't met, call people out.

Following up one on one is great to gather everyone's feedback and solve potential arising conflicts. This can be done also online

Distribute detailed meeting notes and action items promptly, reinforcing accountability. Schedule post-workshop check-ins to address lingering concerns and gauge progress. Encourage ongoing communication through digital platforms, ensuring a continuous dialogue. Provide resources for conflict resolution and team-building. Collect anonymous feedback to assess the workshop's impact and make necessary adjustments. Reinforce positive changes and celebrate achievements, fostering a culture of collaboration.

A Meeting Recap Email ensures everyone is on the same page. Create an Action Item List to provide a clear list of action items, including responsibilities and deadlines. This helps team members understand their next steps. Encourage team members to provide feedback on the meeting structure and content. Regularly check in on the progress of action items. This demonstrates commitment to achieving goals set during the meeting

After the workshop, it's not advisable to leave the team without support, expecting sudden behavioral or performance changes. Offering guidance to cement the workshop's lessons and outcomes is crucial. Facilitate the team's reflection and improvement on actions and results through feedback, coaching, or mentoring. Utilize recognition, rewards, or celebrations as means to motivate and inspire them towards ongoing collaboration and growth.

Discovery / pre workshop The preparation is worth more than that actual session. It is crucial to do a pre workshop check in individual with all or selected critical attendees to lean into the concerns and demonstrate vulnerability as a facilitator as well as the buy-in you have got from key stakeholders to bring everyone to build a place that is by and for the people. It is like a pre operative preparation. Not preparing stakeholders is like running a marathon without preparation and support.

A team that already had conflicts and resolved them it's the easiest to work with. Once the safe space and the no pressure environment is set, letting small conflicts arise and facilitating their resolution is empowering for the team, but even more engaging is recognizing what differences lead to conflicts and turning those into internal resources. On the other hand a team that had one or two conflicts that got never solved and now exerts tremendous effort avoiding conflicts at all cost is a challenge. Creating clear rules of the game where stepping back, avoiding is a last resort option and being aware of all the accommodating behaviors that can arise in face of conflict to mitigate them is paramount. Continued below...

Positive Reinforcement: Acknowledge and reinforce positive behavior during the workshop. Celebrate moments of collaboration and cooperation. Follow-Up Plan: Develop a plan for follow-up after the workshop. This might include ongoing communication strategies, additional training, or regular check-ins to ensure positive changes are sustained.

Handling a workshop with a conflict team can be challenging, but with proper management, we can effectively address the issues and create a productive environment. Hence, we should prepare and set expectations before the workshop so that we can communicate the purpose, goals, and expectations to all participants. Emphasize the importance of open communication, respect, and collaboration. Don't forget to establish ground rules to create and agree upon rules for discussion and behavior. Conflict can be an opportunity for growth and improvement. By effectively managing conflicts during a workshop, we can help our team develop stronger relationships and achieve better outcomes.

Additional tips: ???? Before the workshop, take some time to learn about the team's history of conflict to understand the dynamics of the team and to anticipate potential challenges. ???? Be clear about your role. Let the participants know that you are there to facilitate the workshop, not to take sides or to make decisions for them. ???? Be neutral and impartial. Avoid expressing your own opinions or beliefs. ???? Be respectful of all participants. This includes respecting their time, their opinions, and their feelings. ???? Be prepared to adapt your approach. The workshop may not go exactly as planned, so be prepared to adapt your approach as needed. ???? Be patient. It takes time to build trust and to change team dynamics.