Maybe someone at work parked in your spot this morning, or maybe someone keeps eating your lunch out of the refrigerator. Would these scenarios annoy you? Or would they lead to resentment or maybe even aggression? When you work with other people, scenarios are bound to arise that lead to team conflict. When handled appropriately, conflict can actually be beneficial for companies. It’s when team conflict goes unresolved or mishandled that real problems arise. To save your team from unnecessary strife and heartache, leaders benefit from implementing the following team building tips to effectively manage team conflict as it arises.
Conflict is part of any team, but it doesn’t have to create a toxic culture. Implement the following team building tips to reduce team conflict and build a successful team.
It can be difficult to remain cool, calm and collected when you feel slighted. In order to build a winning team, however, you need to maintain a professional demeanor during conflict. Working relationships can easily transition into friendly, cooperative relationships. Some team members might find themselves spending time outside of work with their coworkers. This is advantageous for team member bonding.
But when a conflict arises, team members benefit from knowing how to professionally handle it themselves. It keeps working relationship intact.
Being trustworthy is a top priority for everyone in the company. Everyone must honor their relationships and their commitments. Otherwise, team conflict arises from people letting one another down. Be where you say you’re going to be and do what you say you’re going to do to build a culture of trust.
Learn to confront people the right way.
It’s not always about what you say but how you say it, This holds especially true when confronting a coworker about mistakes they may have made. Confrontation can prove to be even more difficult when the person you need to confront is your boss, Bosses are human too, with feelings and egos, How you address problems will go a long way in creating solutions.
When approaching a superior, accentuate the positive. Use “I” statements. Ask questions and offer solutions.
If you approach a leader harshly and full of accusations, they will immediately be put on the defensive and won’t hear what you have to say. Instead, focus on what you feel they did right while still explaining problem areas. In the same way, use “I” statements and explain how you feel in the situation, rather than blaming your leader for issues.
You should also ask questions about why they made the decision they did. This gives you additional insight into the situation. After you understand the full picture, offer solutions and check for agreement. This way your boss understands your commitment and investment in the situation and solution.
During difficult times of conflict or change, compassion is usually the missing link that can turn a struggle into a win.
Organizational change is inevitable. If it’s not handled with care, it can quickly lead to workplace suffering. Unless a plan is in place to ensure compassion during the change, it will likely get tossed aside and forgotten. This leaves team members feeling alienated or dissatisfied with the work culture.It also creates breaks in cooperation and collaboration between employees and departments.
To create a compassionate climate, leaders benefit from identifying employee peace agents who are responsible for activating and spreading compassion throughout their workplaces. These team members must understand the inner-workings of their organizations to know how to best approach others and encourage compassion among team members.
To spread compassion, peace agents should recognize those who are suffering and give them an opportunity to communicate their concerns. Once leaders understand the specific concerns of their team members, they can better address situations and create sustainable solutions. This minimizes the negative effects and potential conflicts among team members.
Team conflict is a natural part of any organization, How you confront and handle issues goes a long way toward the success or failure of your organization. Encourage team members to get to know one another on a personal basis. This helps with bonding and team effectiveness. When problems do arise, ensure all parties act professionally toward one another.
The following team building tips can ensure effective team conflict resolution:
- Remaining professional, even when conflicts arise from personal lives;
- Learning to confront people the right way, without accusing or attacking them personally;
- Being trustworthy; and,
- Having compassion for others during times of strife.
With these and other team building tips, leaders can promote a healthy and successful work environment for everyone.
Care to take this team conflict conversation deeper?
Here are some additional resources that add value to this conversation:
- How to Handle Personal Conflicts Professionally
- White Paper: How to Build a Principled and Collaborative Work Culture
- 5 Tips to Confront Your Boss and Not Get Fired
- How to change with compassion
Copyright TIGERS Success Series, Inc. by Dianne Crampton
TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability. We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.
Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don’t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast. For more information call 1+541-385-7465 or visit http://www.corevalues.com .