Why Conflict Within Your Team is Sometimes Beneficial

Working in a team can get sometimes be complicated. You'll probably find that your team members don't always see eye-to-eye on everything, which is normal. But conflict is not always destructive. If left unchecked, however, disputes can breed resentment and disrupt the natural flow of your team as a whole.

As we know, we live in a world of metrics that impacts performance. And using metrics as a team motivator is just one reason conflicts could arise. For example, it's easy to see marketing and sales conflicts depending on how a company's metrics get structured. Regardless, it's often in moments of conflict that we discover our true character—and that of our team members.

Ultimately, the trick for constructive conflict is learning from these situations and seeing them as an opportunity for growth. Let's explore some tips for handling team conflict constructively to lead to a better working dynamic.

1.????Set (and enforce) ground rules

The first step to handling any conflict is establishing a few ground rules for its management. Make sure everyone on the team knows the expectation around how they approach a discussion where conflict could arise. One common rule is the ‘no attack rule.’ That means no team member should feel personally attacked or belittled when someone has a different opinion. Instead, a meeting should be a safe space to engage in a debate where everyone is heard and can explore their reasoning without feeling attacked.

Another important rule is to set up guidelines for how and when team members can use emotions to resolve arguments. There’s a term called emotional labor , which is when someone takes on the responsibility of managing emotions to create a positive environment for others. Lastly, have a straightforward process for how team members should go about resolving disagreements. Transparent processes help prevent team members from feeling like they have to wing it when they have a difference of opinion with someone else.

2.????Establish a culture of empathy

As mentioned above, ensuring no personal attacks is a great way to build a culture of empathy . Another way to do it is by actively listening to what other people say. In other words, when a team member approaches you with a complaint or concern, actively listen (and be patient) to what they're actually trying to say. Moreover, create a business where people learn how to listen actively. This skill benefits your company and ensures that conflicts can be better managed when they arise.

In an era of immense knowledge and technology, it's still about human behavior.

When there’s a conflict, it's easy to get defensive when someone challenges your ideas. But actively listening shows that you care about what the other person has to say. You’ll likely follow suit when you're on the receiving end of these practices. Again, all of it begins by creating a culture of empathy and training your team on how to support this effort.

3.????Make transparency a priority

New startups are often recognized for their flexibility and transparency. But as companies scale, things become less transparent. That dynamic often carries over to team dynamics, too, which can create a breeding ground for distrust and miscommunication. Of course, as you can imagine, this environment creates an environment for your company where you inevitably have a problem—especially when conflicts arise.

Remember, people's realities boil down to what they perceive in their minds. So, when you see conflict emerge in your team, one of the best things you can do is increase transparency. When involved in conflict around a project or strategic matter, be transparent with your team about what's happening and the next steps. Being mindful and transparent about changes or events shows that you're actively keeping your team informed. Ultimately, that builds trust.

4.????Commit to team-building activities

When things are going well in a team, it's easy to get complacent. But when things get tough, this is often an excellent time to commit to team-building activities . One great way to do this is by engaging in regular team lunches. During these lunches, you can set aside some time to discuss how things are going for the team. You can also use these lunches to plan and commit to team-building activities.

On our team, we do something called Snack4Success. These sessions are an opportunity for learning and growth. During our Snack4Success sessions, we invite a thought leader to our company for a lecture with a Q&A. We've found great success with this approach. It's a great time for team-building, and every time we have a session, we build knowledge and positive energy within our company’s culture.

In sum, when you approach conflict as an opportunity to grow , it's much easier to deal with in a team. And when you help your team members do the same, you'll notice a significant difference in your working dynamic. So don't try to avoid conflict or pretend it doesn't exist. Instead, try to see it for what it is: an opportunity for growth, learning, and strengthening your working relationships.

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? 2022 Wayne Elsey . All Rights Reserved.