Teams that run smoothly, never get into a conflict, and always jump over difficult conversations – sound so good. Are you also trying to create a team that is 100% free from conflicts? Let’s see why you shouldn’t and instead learn to manage conflicts better in today’s edition of The Top newsletter.
The word conflict rings an alarm bell for managers and #leaders. But that may not always be the case. While conflicts have a negative reputation for valid reasons. There’s a lot that you can develop from them too. So let’s take a look at the healthy aspect of conflict:
Competition creates value: Working on the same desktop day in and out can get pretty monotonous, right? What if you were tackling ideas and comparing solutions daily? That’s the good side of the conflict, which helps team members create more value and add their best ideas to the team’s repository.
Build synergy: Unresolved disputes and internal grievances can create hassles in daily operations. Once the conflict comes to the surface, it allows team members to clear assumptions and move forward with clarity. Such discussions generate a synergy that helps teams collaborate effectively.
Making a #respectful workplace: Differences of opinion often contribute to personal issues among team members. For instance, if two team members have different work styles and a resultant conflict, there would be problems in communicating. It can escalate to negative conversations, snide remarks, and a toxic atmosphere. A visible conflict resolves this. It allows team members to enunciate their perspectives and reach common ground – creating a more respectful workplace where people understand and appreciate the differences.
Shows you where to work: Even when managers are trying to constantly improve with the help of feedback sessions and actively listening to their teams, some points might get missed! It could be due to a team member’s inability to elaborate on concerns or a manager’s failure to see the signs. Conflicts allow managers to find these areas and work on them.
Sets boundaries between people: Many conflicts arise when one person disrespects the boundaries of another. As team members often avoid confrontation, conflicts provide space for these much-needed conversations about boundaries within the workplace. In addition, engaging in a conflict can help one reflect and rethink how they want to set boundaries, which is helpful for managers, especially as their broad role can enable overstepping limits.
Lastly, identify potential troubles: A team in conflict points to disharmony, miscommunication, and even unproductivity, all of which are ominous signs for a manager. Spotting an ongoing conflict before D-day helps managers and leaders minimize the impact of constant disruptions. Letting the emotions out, clearing things with the team, and setting the record straight could help immensely, and a conflict could be the starting point.
#Managers chase a utopia of building a team with no conflicts at all. However, as it’s nearly impossible due to the various and numerous causes, it becomes a significant source of frustration for managers.
But chasing a more realistic goal of managing #conflicts healthily is always possible! First, try to create a workplace that observes positive habits to ensure conflicts are wrapped with positive outcomes.
An excellent opportunity to learn more about effective #conflictmanagement is knocking on your door soon. Risely and Discussions by Design have come together to deliver an insightful webinar on conflict management on the 10th of May. By signing up here, you can join this set of curious managers who are ready to unleash their true potential. The best part is that it is FREE!!
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