First of all having conflicts is not bad always, what I found helpful to do is delve into details causing conflicts. Sometimes it can be limited to individuals perspective or originate from a real underlying issue that must be addressed. As a short term measure to mitigate risk to Program delivery you may apply war room strategy to iron out the differences to build a consensus or middle path the teams can agree on. As a longer term strategy work on building a team culture that may identify probable conflicts earlier. Continuous touch points with teams, frequent validation of teams alignment to project end goals, coaching strong personalities on leadership skills, training teams on handling conflict management techniques can help.

Team conflicts most often arise from poor or incomplete communication. Holding an in-person or virtual session with the principals of each affected team provides a forum for airing concerns or uncovering misunderstandings that contribute to poor performance. Frequently, one team has an understanding of their role or tasking that differs from that of their collaborating team. Leading a conversation through coaching (and sometimes refereeing) can help identify the crux of the conflict and prevent further unproductive cross-talk. Once the initial conflict has been dissected and a path forward agreed upon, follow up check-ins by leadership are key to keeping teams aligned and oriented to the project goal.

When managed correctly, conflict as an opportunity can lead to new learnings, innovative solutions, and increased team collaboration. Depending on the severity of the conflict, take a step back to analyze the team’s various opinions and the underlying source of conflict and help the team reach a solution that benefits the project. No matter how strong your team is, conflict is inevitable during project execution. From poor project setup to communication issues and scarce resources, there are many ways to spark conflict and overcome this problem.

“Impact over ego.” 1. Need to create an environment where voices are heard and not ignored. This Culture of Openness will help in uncovering the underlying issues that may be contributing to conflicts. 2. Ensuring that each team member understands their role, responsibilities, and how their work impacts the bigger picture. 3. Regular one-on-one and team check-ins to address any brewing issues early. These touchpoints provide a structured space to discuss concerns and realign on goals.

As a program manager, resolving conflicts swiftly and effectively is essential to maintaining program delivery. By identifying the source of conflict, fostering open communication, assessing its impact, mediating a solution, and implementing and monitoring progress, a program manager can not only resolve conflicts but also strengthen the program’s chances of success. Proactively addressing conflicts and putting preventive measures in place ensures that the program remains on course and continues to meet its objectives.