7 Ways To Solve A Conflict With Your Team

You’ve probably experienced that tense moment when conflict arises… when furious glances dart across the conference table, or screaming matches erupt in the hallway. (Awkward!) 

Yet, conflict can be a healthy part of team communication.

Conflict can spark creativity. It can provoke discussion, for better results.

So how do YOU tend to communicate during a conflict?

Here are 7 ways to deal with conflict in a positive way:

 7 Ways to solve a conflict.001 resized 600 

Which Triggers does YOUR team use to communicate? Find out here.  

Diversity is good– especially when it comes to Triggers!

Which Trigger do you naturally use to resolve conflict? Let me know how you’ve used conflict to spark creativity or avoid bloody boardroom battles.  Let me know in the comments.

Teams with a diverse range of Triggers have a balance of communication styles, which can lower conflict.

How do you communicate in a way that contributes, rather than contaminates?

See you down in the comments section!

 

~ Sally and Team Fascinate 

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About the author

Sally Hogshead

Sally skyrocketed to the top of the advertising world in her early 20s, fascinating millions of consumers for clients such as MINI Cooper and Coca-Cola. Since then, she’s published two New York Times bestsellers on the science of fascination, and is one of only 172 living members in the Speaker Hall of Fame. Over a million professionals have taken the Fascination Advantage® personality test to discover how others perceive their communication.

12 Comments

  1. JoanStirling

    Excellent recommendations! I never realized during meetings that you may have to manage conflict in multiple ways because of multiple personality anchors.

    Reply
  2. Lindsay

    This is helpful, thank you. How would you suggest I (alarm) deal w/a difficult co-worker (power) in everyday communication. If I bring up a point that would be helpful to the team, this person will always make a comment that throws me under the bus or that takes any responsibility off of them. Any suggestions? Thank you.

    Reply
  3. TeamFascinate

    Excellent question Lindsay. I see that you’re The Coordinator. It can be hard to find a balance with people who communicate in a totally different style than yourself. First, I’d suggest going to them one-on-one. Politely let them know that you care about the team and that this conflict isn’t helping. Then try to work together on a solution.    If that doesn’t work I’d suggest backing your ideas with as much research as possible. Let them finish their comments and then point out the details that will make your plan a success. You could also bring other group members into the mix to help back your ideas.

    Reply
  4. Stephanie

    I heard the most interesting thing the other day when discussing how to manage a difficult team member. It was suggested to take the presentation to them and let them know that their input is valuable and have them review the information. That person can play Devil’s Advocate! They are then to put any contradictory information into a PPT for you to review to make the presentation stronger. This way you know in advance what their objections are, you get more insight and knowledge, and you have time to research. During the presentation you can bring up the topic and then state that the objection is being researched. This way you are managing the conflict. After awhile, that team member may even stop coming to the meeting because they are already informed, have been heard, and acknowledged.

    Reply
  5. LeslieRussell

    Stephanie, that has to be one of the best ways to resolve what tends to be a recurrent issue in my line of work that I have ever heard. Asking for the naysayer’s perception and feedback of the material is brilliant. It not only “handles” their disruptive, negative behavior, it truly does serve the purpose of giving me another way to see my presentation, and to make any needed alterations. It’s like asking them to tear it apart – I actually get a completely different perspective, and perhaps, just perhaps, when I’m out in the field I may encounter just that type of mindset, only prepared this time.

    Reply
  6. VajiraKarunatilaka

    Thank you so much for the message sent on conflicts. Situational management is very important while managing conflicts. We need to consider several factors such as the kind of attendees at the meeting, importance of the matter being discussed , positions of the attendees etc. Anyhow, whilst exercising patience , talking to the point is vital without hurting or insulting others. To talk to the point , we should be thorough in the subject matter . If not, best thing is to buy time to get prepared making arrangements for another discussion. regards , Vajira

    Reply
  7. KevinRight

    Great post!

    Reply
  8. HongYi

    Hi there. I work for a Singapore-based company specialising in team building events. I really like your article. Would it be alright for us to repost it on our blog (http://www.jambarteambuilding.com/blog-2/), of course with credits attributed to you? Please reply, thank you. 

    Reply
  9. TeamFascinate

    Hi Hong Yi,    We are more than happy to have you share our blog post!

    Reply
  10. danielCursosempresas

    link, bold, italicsThis very efficient information, thank you very much for it, I have no more to thank you, good day.

    Reply
  11. darjeelingtea

    So how do YOU tend to communicate during a conflict?

    Reply

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