All teams experience conflict to some degree. Workstyles, methods of communication, or even personality types may clash, but it is the absence of conflict resolution that is truly damaging to team cohesion and performance. Every leader should have a good grasp on how to analyze the sources of problems, as well as determine the most suitable resolution strategies. This article will review some common conflicts and provide appropriate solutions.

Reasons Why Conflicts Occur Between Teams

In most cases, conflicts stem from unmet expectations or assumptions, which ultimately result in some hostility towards one another. This first step in resolving issues between two or more parties is understanding what actually caused the conflict. The expectation theory of Conflict suggests that if certain expectations are put forth by the team members, assumptions are made that they will be fulfilled. The context in which they are not met, results in conflict. Let us examine some of the common reasons one can encounter in a team setting.

Failure Of Team Management To Deliver

Team conflict often arise when a leader does not provide necessary guidance and input. Rather, they tend to micromanage their input and ignore major inputs from the teams to rectify mistakes.

Interdependence Issues

This occurs when teammates depend on each other to get work done. A good example would be a graphic designer within a company who decides not to do their work. Their teammates may be hindered by that, as the work requires is a dependency to get more work done.

Variances in Employee Incorporation

If team members have distinct preferences about how to finish particular tasks, it is likely that there is going to be some friction if their preferences do not mesh.

Behavior Collisions

Every single person is unique and carries distinct features with them, which may often result in a clash. This is one of the most common sources of team difficulties

Conflicts Due To Leaders

Leaders possess different types of leadership, and this is especially true when it comes to a more senior member of the team. When subordinates are subjected to various styles of leadership, there is bound to be some level of disarray and irritation in the absence of uniformity.

Difficult Members of the Group That Create More Hassle and Troubles

Members with certain behavioral patterns can be a catalyst for conflicts within a group. Timely recognition of these patterns can help leaders solve the potential reasons behind conflicts:

Lazy Team Members

Lazy freeloader members tend to manifest themselves as those who avoid any responsibility and minimum obligations. Mostly, they will be seen socializing instead of working which lowers their productivity levels. In managing lazy freeloader members, supervisors must monitor the level of productivity of each staff and project ownership.

Neglecting Team members

These annoying employees speak only to complain regarding team activities such as meetings, progress reports, or even deadlines. They are known to undermine the team’s morale and consider their contribution as highly underappreciated. Solving their vexation requires addressing their issues head-on.

Bullying

Bullies pick on others and, in the process, create negative environments that are rooted in fear. They also tend to endorse their opinions very strongly. If unchecked, this may severely reduce working relationships within a team and should be fixed immediately.

Martyrdom

Martyrs tend to assert that they perform more tasks than others. They might also try to compensate for colleagues with an underperforming job. On surface, they look quite devoted but actually, this fosters anger and exhaustion in the team. This can be fixed by making sure that there is proper dialogue and a set workload for everyone.

Methods of Resolving Conflicts

The identification of a problem is usually the most difficult part in conflict resolution. Once you have that sorted out, a multitude of resolution techniques can be employed. The following five are very popular against some issues

Accommodation (Lose-Win)

This strategy is often employed to settle disputes where both parties have disagreements. In this case, one party walks away from the conflict zone in order to encourage peace and avoid further escalation. This is useful if the conflict is not as critical in nature or when one side seeks a genuine compromise and is ready to set aside their self serving motives.

Compromise (Win-Lose)

This strategy is used for resolving disputes with conflicting interests. Parties agree to sacrifice something of lesser value in return for something of greater value. This is useful when both sides work for the same company and require a quick solution.

Avoidance (Lose-Lose)

In situations that seem inconsequential or minor, it is sometimes prudent to let things run their course. In such situations, the concerned parties usually are under stress and restraining measures should be taken. Even though it is advisable for simpler problems, it is not a suitable approach for major issues.

Competition (Win-Lose)

This approach aids in achieving a desired goal, but at the expense of someone else. It is most helpful in cases when speed of information creation is paramount. Bear in mind that it is a retaliatory measure and best not dealt out willy-nilly.

Collaboration (Win-Win)

Team effort fosters friendships. And those friendships which enhance mutual benefits are most helpful in providing collaboration in the future at a later point. Another important point is long lasting commitment from everyone in the team to strengthen team goals.

Main Takeaways

Efficiently managing and resolving conflicts may lead to a more cohesive and effective team. Some benefits include:

• Constructively resolving conflicts allows for teammates to build trust, making them more willing to work together in the future.
• Resolving conflicts allows team members to be able to express their issues to each other, which enhances overall team communication.
• Resolving conflicts and misunderstandings among different team members enables the team to work toward their objectives without further distractions.
• When team members work together to resolve conflicts, they often develop better problem-solving and negotiation skills.

Final Words

Every team is bound to face conflict at one point. What differs, however, is how the conflict is dealt with. It is important for leaders to understand the root causes of conflict, identify the problematic team members, and employ the appropriate conflict management approach so that a positive atmosphere is cultivated. Not only does effective conflict management ensure issues are solved, but it also improves relationships within the team, increases satisfaction, and fosters long term success.

Categories: Team Management Skills