You’re leading a team that’s struggling with conflict. How can you use Emotional Intelligence to help?

The intangible wealth of being anchored in wisdom of the heart tangibly impacts. Elevating and empowering others to deliver a purpose driven mission can encounter opposing personalty clashes from misplaced visuals in what is being heard. Those who move with self awareness to extract the unsaid is an intelligence that is invaluable. Cognitive empathy tends to weight in its application in these situations when ego can close the ears and hearts of one or both sides. Leveraging compassionate exchange to mirror and meaningful clarify what each side is sharing can build a bridge to extend beyond the current hindrances from broken communication. Human nature wants to be heard and validating this desire can be impactful to move a company forward.

Start by practicing self-awareness to recognize your own emotions and triggers in challenging situations. Encourage open communication within the team, creating a safe space for team members to express their feelings and perspectives. Show empathy by understanding and acknowledging the emotions of team members involved in the conflict. Use emotional intelligence to manage emotions effectively, remaining calm and composed to de-escalate tense situations. Foster positive relationships by building trust, respect, and understanding among team members. Facilitate constructive dialogue and encourage active listening to promote mutual understanding and collaboration. Address underlying issues causing conflict with sensitivity and diplomacy.

Consider the conflict between the two personalities as an opportunity rather than a setback. Remember that conflict avoided is conflict multiplied - avoiding the issue or pretending that it will sort itself out is not an option. The longer you leave it, the worse it will get. Set up a time where team members can express their viewpoints in a private, safe, neutral environment. Outline a clear purpose - to find a way to move forward together - and facilitate a emotionally intelligent discussion in which either party has the opportunity to articulate what they will need from each other. Manage the requests, ensuring that they are objective and specific. Follow up with both parties in the following week, and thank them for their input.

This is what diversity means through the lens of team building and a learning and development. Everybody is unique - inside and out. We all have different brains, different personality traits, different learning preferences and ways of working. In the Emotional Intelligence toolkit leaders have, or must develop, empathy to encourage and enable mutual understanding and respect for everyone's unique and different contribution. Using strengths finding exercises to 'hunt for the good stuff' is a great positive psychology tool. From here teams can find practical ways to compliment or 'backfill' one another, according to their strengths, weaknesses (without judgment) and learned behaviours, in order to perform better as a team.

My tried and tested three way trajectory to deal with conflicts are : 1. Have compassionate dialogue aimed at consensus building rather than blaming 2. Use objectivity and rationale to address the conflict rather than emotions 3. Aim to always find the middle way

Applying Emotional Intelligence in conflict resolution involves fostering self-awareness and empathy to navigate personality clashes and competing interests. Leaders address poor performance by providing constructive feedback with understanding and offering support for growth. During times of change and uncertainty, Emotional intelligence helps validate emotions, communicate effectively, and promote adaptability within the team. Utilizing Emotional Intelligence strategies creates a collaborative and positive work environment conducive to resolving conflicts and achieving shared goals.

When faced with competing interests within the team, applying Emotional Intelligence (EI) is essential. Foster a climate of open communication where team members feel comfortable expressing their interests and concerns. As a leader, practice empathetic listening to understand the underlying emotions driving conflicting interests. Encourage a collaborative approach by highlighting common goals and shared values, emphasizing the team's collective success over individual achievements. By promoting emotional awareness and facilitating constructive dialogue, you can help the team navigate conflicting interests with a more cooperative and mutually beneficial mindset.

Self-awareness and Assertiveness: Recognize your own biases or preferences regarding the interests at stake. Use assertiveness to navigate the conflict, ensuring that all voices are heard and considered. Implementing a transparent decision-making process can help manage competing interests reasonably. I've found that involving the team in creating solutions and acknowledging each interest, even if not all can be fully accommodated, enhances buy-in and reduces friction.

Scenario 2: Competing Interests - Acknowledge the legitimacy of each team member's perspective. Don't be afraid to reframe the situation as a collaborative challenge (inspired by "Art of NonConformity") to find a win-win solution. By helping them understand the root cause of the conflict and focusing on shared goals, you can encourage them to brainstorm creative solutions that address everyone's needs.

Conflicting interests can easily pit team members against each other. But with Emotional Intelligence (EI), we can create a cohesive unit. Clarifying the team's vision, communicating roles and expectations, and promoting collaboration, we can overcome competing interests and align everyone towards a shared goal.

When confronted with poor performance and resulting conflicts within the team, Emotional Intelligence (EI) plays a crucial role. Begin by approaching the issue with empathy, seeking to understand the underlying reasons for the subpar performance. Engage in open and honest conversations, focusing on individual strengths and areas for improvement. Provide constructive feedback with a supportive tone, emphasizing growth opportunities rather than criticism. Foster a positive and collaborative team culture by encouraging mutual support and shared accountability. Utilizing EI in addressing poor performance can lead to improved morale, increased motivation, and a more effective resolution of conflicts within the team.

Self-regulation and Constructive Feedback: Addressing poor performance requires a careful balance of honesty and sensitivity. Use self-regulation to objectively approach the situation, avoiding blame or negative emotions that could exacerbate the conflict. Providing constructive feedback that focuses on behaviours and outcomes rather than personal attributes can help the individual understand the impact of their performance and the steps needed for improvement. In my leadership roles, offering support and resources for development in these conversations has been key to turning performance issues around.

Beyond addressing the skills gap, leverage emotional intelligence to unearth the root cause. Is someone feeling overwhelmed or undervalued? Is there a lack of clarity on expectations? Use "I" statements to express concern and create a safe space for open communication. By fostering empathy and understanding, you can work collaboratively to identify solutions that address both performance and underlying emotional blocks.

This sounds valid! To add a point: Team members' performance diminishes when they feel unheard. The Supporting style in Situation Leadership could help us resolve these kinds of situations. Based on the cause of conflict, the situation should be handled with care.

Understanding and talking to a poor performer is key. We need to understand if it is a temporary, circumstantial or it is a low morale. We need to be emphatic but we need to move swiftly to act. If it is the environment, clean it up. If it is a culture, contain it and make it workable in your department. If it is staff who stirs issue, give them warning and monitor them. Make your environment work. If it is staff after being reprimanded still doesn’t work, you may need to have an exit talk with the staff. If it is a genuine case of staff that they lead the skill to assist, consider technical mentor to them. However after a period, it is not a fit, then we should part amicably

Self-Awareness: Stay calm and understand your emotions. Empathy: Listen to others and acknowledge their feelings. Effective Communication: Encourage open dialogue and express feelings without blame. Social Skills: Promote collaboration and provide conflict resolution training. Self-Regulation: Manage stress and control reactions. Motivation: Focus on shared goals and celebrate successes. Conflict Resolution: Facilitate discussions and encourage compromise. Continuous Feedback: Regularly check in and address conflicts promptly.

The presence of insecurity during change leads to conflict. One should work on self awareness. Self awareness leads to self mastery by working on the areas of improvement. As a leader we should help the team members navigate change.

Leaders facing change should communicate openly, address concerns, and empower teams through resources, guidance, and support. This fosters flexibility, resilience, and innovation, leading to successful adaptation and growth. Emotional intelligence helps manage emotions, inspire change as opportunity, and unify the team for positive transformation.

Change and uncertainty can be daunting, but with Emotional Intelligence (EI), we can turn them into opportunities for growth. Anticipating, preparing, and communicating change clearly, involving the team in the process, and supporting them through the transition, we can build resilience and flexibility. Celebrating successes along the way reinforces a positive attitude towards change.

In each scenario, employing emotional intelligence (EI) is crucial for effective conflict resolution: Practical Insight: Foster Psychological Safety Create an environment where team members feel safe to express their opinions, concerns, and emotions without fear of judgment or reprisal. Encourage open communication, active listening, and empathy to build trust and rapport among team members. When individuals feel psychologically safe, they are more likely to engage in constructive dialogue, collaborate effectively, and work towards resolving conflicts amicably.

Emotional Intelligence plays a very important role in effective leadership and building a culture that people wants to be part of. With high EI you will have an effective communication and overall team dynamics. Without it, short-term success may br achievable, the long term impact on employee retention can be significant. I have worked with so many clients, and with an ever changing workd of work, employees tend to stay and thrive in environments where they feel understood, valued, a lack of EI in leadership will definitely end with high turnover rates which hindering sustained success and growth.

My consulting work includes stints as Interim Exec Dir at small non profits.Most of these were 'adolescent' non profits that were experiencing growing pains & tension. In one organization the tension between staff (14) was so great that we couldn't have a staff meeting without someone being upset. Yet, when I spoke with folks individually they all seemed to respect each other. One week I bought handmade blank greeting cards.Put the name of a staff person on each one &instead of a Fri staff meeting we had coffee&pastries. Staff were asked to write something they appreciated about another staff person in that persons card. Then they took the cards home to read on Sat. morning over coffee. Mon began with smiles and gratitude for each other.

Emotional intelligence is equally important for leaders and team members when it comes to conflict resolution- ?Conflict resolution techniques- Negotiate, Compromise and collaborate ?Active listening- Paying attention to both verbal and non verbal cues ?Build for long term- Not just focusing on resolving the immediate issues but also preserving relationships for long term

Possessing Emotional Intelligence is key in the resolution of workplace conflict. Having the ability to adopt a neutral position and empathise with different perspectives aids to explore and identify common ground, seeking areas for agreement and thus focusing on solutions all whilst importantly avoiding blame. It is crucial to be able to communicate openly and clearly and actively listen. It is also essential to address issues as early as possible, find a private and neutral place for discussions, set clear expectations about required performance and/or behaviours and follow up to ensure there is no repetition of the conflict.

1. Be mindful of cultural differences and how they may impact conflict resolution within your team. Cultural norms and communication styles can vary widely, so it's important to approach conflicts with sensitivity and respect for diverse perspectives. 2. Recognise that each team member is unique and may respond differently to conflict. Tailor your approach to conflict resolution based on each individual's personality, communication style, and preferences. 3. Recognise the importance of self-care for both yourself and your team members during times of conflict. Encourage team members to prioritize their well-being and offer support and resources to help them manage stress and maintain balance.