How to Resolve Workplace Conflict and Build Stronger Teams
Leaders enjoy being with their teams when the organization is growing, things are moving forward, and the team is in sync. However, most leaders feel totally different when there are disagreements that must be resolved. This is true whether it involves two team members, a client, or a board member.
Why Workplace Conflict Is Challenging for Leaders
Disagreements are often viewed as intense and negative interactions. Many leaders fear that there will be intense anger and damage to relationships over the disagreement. Further, leaders feel like there is a “no win” outcome, which is discouraging. Leaders commonly wish that their team members would just do their jobs and work well together.
Reframe Disagreements as Opportunities to Build Trust
What’s missing is the failure to see disagreements as an opportunity to build your team and, in particular, the people involved in the issue. Disagreements are uncomfortable and negative when we minimize the interaction to just determining who is right or wrong. This approach creates a barrier to understanding and resolution.
Instead, viewing disagreements as an opportunity to build stronger trust and team relationships allows us to implement a much more effective process.
Listen to Understand Different Perspectives
To begin developing trust between team members, there must first be a high level of understanding. Listening and asking questions are priorities at this stage of the process. Unless we are able to discover why people feel the way they do or have a different perspective, we will fail at resolving the issue.
Prepare for Difficult Conversations With Emotional Intelligence
Following listening to understand is the preparation phase. This phase is important and includes considering the communication style and priorities of the people who will be involved. Having a strong EQ is essential to anticipating their needs and questions when you enter into the conversation with them. Tools such as DiSC’s Agile EQ and Worksmart are invaluable at this stage.
Use Collaboration to Resolve Workplace Conflict
Only after the first two phases should you schedule a meeting to share observations, what you have learned, and an invitation for collaborative problem-solving. To fully resolve an issue requires not only bringing your ideas to the discussion but also considering their suggestions. Collaboration builds our ability to work jointly to resolve issues.
Agree on Solutions and Follow Up on Progress
The final stage is agreement on the resolution and timelines for checking in to ensure that the solution is working. This phase cements the understanding of both parties on the issue, the resolution chosen, and a joint commitment to ensure the needs of both parties are met.
Turn Workplace Disagreements Into Stronger Team Relationships
Resolving issues quickly and effectively will build great capacity for future issues that might arise. It creates confidence within the team that they can work through disagreements and create strong collaborative solutions. Disagreements can lead to valuable outcomes if we lead team members through the process.