You're facing team conflicts. How can you effectively resolve them with leadership coaching?

This must be one of the most frequent event happening in the world of work. One thing for sure, communication got lost somewhere. Leaders, by nature, are self-growth minded, fast thinkers and decision makers. As such, they often forget that their team are not them. A GOOD leader will learn to adapt to the level of growth his/her team and ensure that everyone on the team has a development plan. In addition, by having a solid communication plan in place, they will keep the finger on the pulse of the team and know where and how to adjust.

There's an assumption behind this conflict-resolution question, which is: Am I the team leader who is charged with addressing this conflict? If YES, then the next question is: Do I need to be involved at all, or do I ask the parties to work toward resolution on their own, particularly if this is a private conflict? Why? Because the leader must not engage in every conflict. You know, choose your battles! If you determine that you must mediate this conflict, then spend time identifying root cause. Don't rely on "everybody knows..." or "the last time it happened..."

Ask. Listen. Ask deeper questions. Listen more deeply. If there is conflict, people care about something. Find the one thing people agree on that they care about, and go from there.

I coach leaders to do three things in this situation: 1. Understand the issues. 2. Understand the personalities involved (and their agenda). 3. Understand the solutions that will most likely rectify this problem. As a leader you don’t have to: 1. Make everyone happy in implementing the best solution. 2. Automatically know what the best solution is. 3. Accept that the problem is yours to solve.

Clarifier les objectifs et établir une feuille de route structurée étape par étape pour suivre en temps et en objectifs intermédiaires l’avancée. Au préalable s’assurer que chacun est a la place de son expertise et zone de génie pour plus de fluidité.

Asegurarse de que todos los miembros del equipo comprendan claramente sus roles y responsabilidades. La falta de claridad puede ser una fuente importante de conflictos.

Setting goals to resolve team conflicts involves establishing clear, achievable objectives that promote unity and collaboration. Start by defining shared goals that align with the team's overall mission. Encourage individual members to set personal goals that contribute to the collective effort. Ensure these goals are specific, measurable, and time-bound. Regularly review progress and celebrate milestones to maintain motivation. This approach not only resolves conflicts but also strengthens the team's cohesion and productivity.

When team conflicts arise, a common solution is to follow the principle: "Put the whole system in one room." Bring the entire team into one room and resolve the issue systemically by asking clarifying questions.

También es importante ayudar a los equipos a desarrollar habilidades de coordinación de acciones para que las metas que se establezcan se alcancen.

I work with leaders to help them rebuild team trust. It starts with recognizing where the breakdowns are coming from which is difficult to see when you’re “in it”. Leadership is a lonely position and leaders get little coaching and support. That’s why having a coach is important bc they can quickly see the things the leader is blind to. Increasing trust + collaboration starts with creating new practices built into the leader’s daily interactions with each member of the team. Working with the coach to reframe their 1-1 interactions first and then designing new practices for the team meetings aligned with the leaders values and strengths. We “reboot” the way they interact which drives instant productivity and team success.

Fostering communication to resolve team conflicts involves creating an open and inclusive environment where all members feel heard and valued. Encourage regular, transparent dialogues through meetings and feedback sessions. Implement active listening techniques and ensure clear, concise messaging. Use collaborative tools to facilitate ongoing communication. Address misunderstandings promptly and respectfully. By prioritising effective communication, you can bridge gaps, build trust, and create a more harmonious and productive team dynamic.

Even when the intent is harmonious communication, there will be occasions when conflict will arise; team or individual. Throughout two decades in leadership, I observed conflict stemming from a place of passion with no ill will intended. Other times it manifested from anger. As the leader, it’s important to diffuse conflict as quickly as possible to maintain integrity of conversation. Be curious as you explore, spoken and unspoken, behaviors and choices of words utilized by instigators/ offenders. Using empathy can be helpful, yet doesn’t excuse adults from behaving professionally. Redirecting is a technique that can be utilized, when appropriate, to avoid embarrassing an individual followed by scheduling a 1:1 meeting.

Promover un ambiente donde el feedback constructivo sea una práctica común. El feedback regular y específico ayuda a los miembros del equipo a saber qué están haciendo bien y dónde pueden mejorar.

Individuals and teammates often don't think about how they will know if they are doing well or when things are not going well. I always encourage people to explore the concept of the 'social contract' - a candid 1:1 agreement that describes how you and your partner(s)/teammate(s) will know when things are going well, and when they are not. Perhaps you might agree to you check-in periodically with each other. Ask - what is going well, or where can we improve... Consider asking a question like: "Is there anything I can do differently that would help our collaboration?" Find ways to seek feedback or coaching for mutual benefit. And, if/when asked, you can return the favor. The social contract can be developed and re-written any time!

Sin raíz no hay fruto, por más y mejor tierra, abono y cuidado que se estime. La raíz de empatía es PASION, SENTIR DENTRO. No es la evolución impuesta. No es la mano artesanal del "líder". No es el KPI. Es la ELECCION y SELECCION de la semilla. El terreno es lo que se debe preparar. El resto es tiempo

Implementar ejercicios y actividades de team building que fomenten la confianza y la cooperación entre los miembros del equipo. Me gusta generar dinámicas que promuevan conversaciones profundas con un enfoque decidido por mi como facilitadora y es muy efectivo.

L’intelligence émotionnelle est essentielle à tout manager qui sera developper une empathie juste tout en respectant les valeurs et objectifs de l’entreprise.

Mi parte favorita. En el contexto empresarial no es tan habitual facilitar este tipo de ejercicios pero cada vez que los he llevado a la práctica es evidente la necesidad de las personas, de vivir estas experiencias de reflexión y conexión.

Remember your position and role: treat people as adults. Before arbitrating any conflict ask yourself the following questions: 1) is the conflict mine to solve? 2) are the parties dialoguing in good faith? Or do they have hidden agendas? 3) are they treating each other as adults, discussing the business matter at hand or are they highjacking the business stake to exploit politically a personal conflict? 4) what are the impacts of your intervention? On the business? On their development as people? As professional?

La collaboration est à encourager et à developper au service de l’entreprise. Une bonne équipe est une équipe où chaque personne est complémentaire avec un esprit d’entraide pour l’intérêt du bien commun de l’entreprise. Valoriser chaque personne quelque soit son niveau de compétences et de responsabilité.

Actually conflicts come from the position, if any parties in conflicts insists that he/she is 100 percent right and the other party is 100 percent in wrong that conflict cannot be solved because they will not listen to each other. If any party accepts that the other one is at least 10 percent right and finds that now they are eager to contribute to talk and listen to each other's view points. One advise could be each one write for himself/herself three questions with "why" about his/her desire and then share to find the common points. Empathy is another way to contribute in conflicts to walk with other ones shoes, to understand the other one aspirations and desires.

Actionable Steps: Leadership coaching helps develop clear action plans, such as scheduling regular check-ins to assess progress on conflict resolutions. Accountability Structures: Establishing roles, like assigning a team member to oversee implementation, ensures everyone is responsible. Resource Provision: Coaches can recommend tools or training sessions to support team dynamics, like conflict resolution workshops. Monitoring Progress: Regular feedback sessions help track the effectiveness of implemented solutions, allowing for timely adjustments. Integration into Workflow: Coaches assist in embedding resolutions into daily operations, such as incorporating conflict resolution practices into team meetings.

What I’ve seen work is to set clear expectations and goals, ensuring that each team member understands their role and responsibilities. Encourage open and honest communication, creating a safe space for team members to express their thoughts and concerns. Actively listen to team members' perspectives and provide constructive feedback to foster growth and development. Facilitate regular team discussions to address potential issues proactively and develop strategies for conflict prevention. Empower team members to resolve conflicts independently by providing them with the necessary skills and support. Celebrate team successes and recognize individual contributions to maintain a positive and motivating work environment.