The Importance of Conflict Resolution In Teams
Previously I described the 4 proof points of higher team performance.
The first was the efficiency and the effectiveness of decision-making.
Last week I discussed how important feedback is for positive team culture.
In this blog I discuss the the third critical proof point of higher team performance: conflict resolution.
Somewhat paradoxically the greater the frequency and intensity of conflict, the more likely a team will achieve higher performance. But this largely depends on the willingness and capability of teams to address conflict.
Firstly, what is conflict? By definition, when people are in conflict they are incompatible, in disagreement, perhaps even in opposition.
Depending upon the existing culture and personality traits, how individuals respond to conflict can vary greatly. There are many anxiety defense mechanisms we can use when conflict arises.
If you’re a team leader, the best thing you can do for your team is to acknowledge the conflict and discuss it.
The worst action is to dismiss it or avoid it altogether. For when conflict is avoided it sends a powerful message to the team: we are not accountable.
When you do address the conflict it is important that you “play the ball and not the players”. Whatever has led to the conflict arising, taking the personalities and the people out of the conflict and focusing on the issue itself is likely to lead to a more positive and sustainable outcome.
Don’t let conflict get in the way of higher performance.