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:
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
12 Comments
Excellent recommendations! I never realized during meetings that you may have to manage conflict in multiple ways because of multiple personality anchors.
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.
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.
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.
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.
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
Great post!
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.
Hi Hong Yi, We are more than happy to have you share our blog post!
Thank you! We’ve posted the article on our blog, which you can check out here: http://www.jambarteambuilding.com/2014/03/03/7-ways-solve-conflict-team/
link, bold, italicsThis very efficient information, thank you very much for it, I have no more to thank you, good day.
So how do YOU tend to communicate during a conflict?