Conflict is inevitable in any team, but it can also be detrimental to productivity, morale, and collaboration. If you are a team leader or a team member who wants to improve the situation, here are some steps you can take to deal with team members who are constantly at odds with each other.
The first step is to understand why the conflict is happening and what are the underlying issues that need to be addressed. Is it a personality clash, a communication breakdown, a disagreement over goals or methods, a lack of trust or respect, or something else? You can use tools such as surveys, interviews, feedback sessions, or conflict style assessments to gather information and insights from different perspectives.
Identifying the root cause of a conflict Pay attention to the interactions between team members. Look for patterns in their behavior and communication. Talk to the individuals involved in the conflict. Ask open-ended questions to understand their perspectives .Speak with other team members or supervisors who may have observed the conflict. Try to identify any triggers or events that seem to escalate the conflict. Are there any underlying issues that could be contributing to the conflict, such as unclear roles, high stress levels, or poor communication? If the conflict continues and it’s difficult to identify the root cause, consider seeking help from a professional mediator or an organizational psychologist.
If team members are constantly at odds with each other. Identify the root cause objectively. Observe verbal and non verbal cues. If the cause is related with knowledge and skills of the team then give them necessary training. If its related to attitude then conduct a cultural competence test and involve the management and HR business support to intervene if issues are found. Bring the team's focus on the impact that these odds are creating, purpose of their role and commitment to achieve it.
The next step is to create a safe and constructive space for the team members to communicate their views, feelings, and needs, and to listen to each other with empathy and curiosity. You can use techniques such as active listening, paraphrasing, summarizing, asking open-ended questions, or reframing to facilitate dialogue and understanding. You can also set some ground rules for respectful and civil communication, such as avoiding personal attacks, interruptions, or assumptions.
Open Communication: Encourage open and honest communication. Allow each team member to express their concerns and viewpoints. This can often help to clear up misunderstandings .
The third step is to help the team members find common ground and work together to generate solutions and alternatives that can resolve the conflict and meet their interests. You can use methods such as brainstorming, prioritizing, evaluating, or negotiating to encourage creativity and collaboration. You can also involve the team members in defining the criteria and standards for evaluating the solutions and alternatives, and in making the final decision or recommendation.
I would consider facilitating an expectation conversation. Pull together 5 themes (communication as an example), and have a respectful and transparent conversation to help set expectations. ??Peer to peer ??Employee to manager ??Manager to employees Prep people for the conversation in advance. Guide them in ground rules, intent, and the preferred outcome. Revisit agreements more than once a year.
Organize activities that foster teamwork and understanding. This can help to build relationships and improve communication among team members. Make sure that everyone understands their roles and responsibilities. Clear expectations can help to reduce conflicts. Encourage respect and understanding among team members. Promote a culture where differences are valued and conflicts are addressed in a constructive manner.
The fourth step is to put the agreed solution or alternative into action and monitor its progress and outcomes. You can use tools such as action plans, timelines, milestones, or feedback mechanisms to ensure clarity, accountability, and follow-up. You can also celebrate the achievements and successes of the team members, and provide recognition and appreciation for their efforts and contributions.
Common goals for building unity in a his could involve encouraging open dialogue, improving listening skills, or implementing new communication tools or strategies. Increased Collaboration: Team members should feel comfortable working together on tasks and projects. This can be facilitated by creating a supportive and inclusive work environment. Conflict Resolution: If conflicts arise, they should be addressed promptly and effectively. This can involve training in conflict resolution techniques or bringing in a The team should have a clear understanding of their collective goals and how to achieve them. This can provide a sense of purpose and direction. Trust Building trust and respect among team members is crucial for unity.
The fifth step is to reflect on the conflict situation and the resolution process, and to identify the lessons learned and the areas for improvement. You can use questions such as what went well, what didn't go well, what can we do better next time, or what did we learn from this experience to facilitate learning and growth. You can also use the feedback and the results to make adjustments and changes to the team's goals, roles, processes, or norms.
Provide Opportunities for Growth: Offer opportunities for team members to develop their skills and advance their careers. This shows that you respect their professional growth and trust their abilities. Lead by Example: As a leader, your behavior sets the tone for the team. Displaying trust and respect towards all team members can encourage them to do the same. Encourage Collaboration: Promote a collaborative environment where everyone’s ideas are valued. This can help to build trust and respect among team members.
The sixth step is to recognize when the conflict is beyond your capacity or expertise to handle, and to seek external help if needed. You can consult with your manager, HR, or a mediator to get advice, guidance, or intervention. You can also refer the team members to counseling or coaching services if they need emotional or professional support.