Conflict is key to adaptation and survival for true innovation and growth in an organization. The key to overcoming conflict is to build a culture of feedback grounded in psychological safety. This should be followed by regular feedback through communication channels like Slack, one-on-one discussions, team meetings, and engagement surveys. Ultimately, finding a balance between those who are overly bold—providing too much, too harsh, or too frequent feedback— and those who are too mindful, ultimately avoiding difficult conversations.

Wie stellen Sie sicher, dass Feedback nicht nur strukturell, sondern auch emotional wirksam ist? Neben regelm?ssigen, formellen Feedbackschleifen sollten Führungskr?fte die Selbstreflexion f?rdern und ihre eigene Reaktion auf Feedback hinterfragen. Nur so entsteht ein wirklich offenes Umfeld. Emotionale Intelligenz ist entscheidend: Zeigen Sie Empathie und reagieren Sie auf die emotionalen Bedürfnisse des Teams. Gleichzeitig kann Feedback genutzt werden, um die Eigenverantwortung zu st?rken, indem Teammitglieder aktiv in den L?sungsprozess eingebunden werden. Informelle Gespr?che erg?nzen dabei formale Mechanismen und helfen, Spannungen frühzeitig zu erkennen und abzubauen.

While some conflict in the executive team can be constructive, if it isn't, you must act swiftly as a leader or risk losing respect and control of the room. It can be powerful to consider the underlying drivers of the conflict, including potential SCARF (Status, Certainty, Autonomy, Relatedness, Fairness) triggers so that you can address these successfully. Always address the individuals involved directly. Reinforce the behaviours you wish to see and consider the establishment of a team charter articulating these behaviours if necessary. You may also consider seeking an outside perspective to provide an unbiased view.