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You're in research management and you're dealing with a conflict. How can you use your skills to resolve it?

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As a research manager, you are responsible for leading and overseeing various research projects, teams, and activities. However, sometimes you may encounter conflicts among your staff, stakeholders, or collaborators that can affect the quality, efficiency, and integrity of your work. How can you use your skills to resolve these conflicts and foster a positive and productive research environment? Here are some tips to help you deal with common sources of conflict in research management.

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Dr. Neeraj Kumar Sharma, ITIL? V3

Former Director / Dean / CIO

1 Communication issues

One of the main causes of conflict in research management is poor or ineffective communication. This can lead to misunderstandings, confusion, frustration, and resentment among your team members or partners. To avoid this, you need to communicate clearly, consistently, and respectfully with everyone involved in your research project. You should also encourage feedback, questions, and suggestions from your staff and stakeholders, and listen actively and empathetically to their concerns and perspectives. Moreover, you should use appropriate channels and tools to communicate, such as emails, meetings, reports, or online platforms, and ensure that everyone has access to the relevant information and updates.

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2 Role ambiguity

Another common source of conflict in research management is role ambiguity, which means that the roles, responsibilities, and expectations of the different parties in your research project are not clearly defined or understood. This can result in duplication of work, gaps in tasks, lack of accountability, or interference with others' work. To prevent this, you need to establish and communicate the roles, responsibilities, and expectations of each team member, stakeholder, or collaborator at the beginning of your research project, and review them regularly as the project progresses. You should also assign tasks and resources according to the skills, expertise, and availability of your staff and partners, and monitor and evaluate their performance and progress.

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Brittany Hunt

Head of Quality, Innovation, and Research at Clinic Les Alpes
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To mitigate role ambiguity and its resultant conflicts in research management, adopting a flexible yet structured approach to roles can be key. Implement a system where roles are defined not just by tasks but by goals, allowing team members to understand their contributions in the context of the project's objectives. Encourage open dialogue for team members to express concerns or suggest adjustments to their roles, fostering a culture of adaptability and mutual respect. This dynamic approach helps in accommodating project evolution and individual growth, reducing friction and enhancing collaboration.

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3 Resource constraints

A third common source of conflict in research management is resource constraints, which means that you have limited or insufficient resources, such as time, money, equipment, or personnel, to complete your research project. This can create stress, pressure, and competition among your team members or partners, and compromise the quality and feasibility of your research project. To cope with this, you need to plan and budget your resources carefully and realistically, and prioritize the most important and urgent tasks and activities. You should also seek additional or alternative sources of funding, support, or collaboration if possible, and communicate any changes or challenges to your staff and stakeholders.

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4 Ethical dilemmas

A fourth common source of conflict in research management is ethical dilemmas, which means that you have to deal with complex or controversial issues that involve moral principles, values, or standards in your research project. These issues can arise from the design, conduct, or dissemination of your research, and affect the rights, welfare, or interests of your participants, staff, stakeholders, or the public. To address this, you need to follow the ethical guidelines and regulations of your institution, discipline, or field, and consult with the relevant ethics committees or boards if needed. You should also respect the diversity and sensitivity of your research context and participants, and ensure that your research is transparent, honest, and respectful.

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Dr. Neeraj Kumar Sharma, ITIL? V3

Former Director / Dean / CIO
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In a research management role, effectively resolving conflicts involves a combination of communication, problem-solving, and leadership skills. Here's how these skills can be applied to address and resolve conflicts: 1. Active Listening 2. Clear Communication 3. Empathy and Understanding 4. Problem-Solving Approach 5. Negotiation and Compromise 6. Develop and Implement an Action Plan 7. Follow-up and Support 8. Learning and Improvement By applying these skills and steps, you can effectively resolve conflicts in a research management context, maintaining a positive and productive work environment.

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5 Personality clashes

A fifth common source of conflict in research management is personality clashes, which means that you have to deal with different or incompatible personalities, styles, or preferences among your team members or partners. These differences can cause tension, disagreement, or hostility in your research project, and affect the collaboration and cohesion of your team. To manage this, you need to acknowledge and appreciate the diversity and strengths of your team members or partners, and foster a culture of trust, respect, and openness. You should also use constructive and respectful feedback, negotiation, and compromise to resolve any conflicts, and seek external help or mediation if necessary.

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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?

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You're in research management and you're dealing with a conflict. How can you use your skills to resolve it?

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1 Communication issues

2 Role ambiguity

3 Resource constraints

4 Ethical dilemmas

5 Personality clashes

6 Here’s what else to consider

Research Management

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