4 Steps in resolving conflicts in teams

Conflicts in teams can be a great source of change and innovation.

No matter what kind of team it is, no method of managing conflict will work without mutual respect and a willingness to disagree and resolve disagreements. Each person on the team must be willing to take the following four steps when a team meeting erupts into a storm: listen, acknowledge, respond, and resolve remaining differences.

Listen: To hear what someone else is saying is not the same as listening. To listen effectively means clearing your mind of distractions and concentrating not only on the words but also on nonverbal gestures, which often convey ninety percent of what the person is trying to say. When resolving disagreements, you often have to deal with feelings first.Acknowledge: You can acknowledge people’s positions without agreeing with them. Show this with statements like, “I understand that you’re angry,” “If I understand you, you think we should”, or “Let’s explore your opinion further.” You may still disagree with them, but at least they know you’ve heard them.

Acknowledge: You can acknowledge people’s positions without agreeing with them. Show this with statements like, “I understand that you’re angry,” “If I understand you, you think we should”, or “Let’s explore your opinion further.” You may still disagree with them, but at least they know you’ve heard them.

Respond: You’ve listened and acknowledged what the other person is saying. Now it is your turn to be heard. If you’re offering criticism of your teammate’s ideas, make sure it’s constructive, and if you’re disagreeing with them, be ready to offer an alternative. Be willing, also, to be questioned or challenged, while avoiding defensiveness when you answer.

Resolve remaining differences: Define the real problem by looking for what’s causing the disagreement. Then analyze it into its manageable parts. Now you can generate alternative solutions to the problem and select the alternative on which everyone can agree.

For individuals to work effectively in teams they must be able to clearly communicate their ideas, to listen, and be willing to disagree. Although it is difficult, learning to appreciate each other’s differences reflects a team’s ability to manage conflict. When conflict occurs we must not turn our backs and hope it will go away. Instead, we must learn to tolerate it, even welcome it, for well-managed conflict can be the source of change and innovation.

Published by Sree

Professional Profile Founder and Bibliotherapist thecriticaldialogue.com 2016 - to present As a bibliotherapist, I use thecriticaldialogue.com as a medium of storytelling or the reading of specific texts for the purpose of healing and personal transformation. Co-founder and Partner Equinox Consultants 1995 - to present I have over 30 years of experience in the field of Sales, Sales Management, Human Resource Optimization and OD. As a Co-founder and Partner at Equinox, I oversee business development and client partnership apart from facilitating developmental initiatives through assessments, training and executive coaching. As a trainer I have in the last 20 years, co-facilitated and trained over 400,000 professionals at senior, middle and junior management levels, for diverse industry segments. I have special interest in Leadership and Team development, especially facilitating personal transformation through coaching. I thrive when I see large groups and enjoy facilitating large group training interventions using Equinox’s unique and powerful Large Scale Interactive Process tools and methods. I rely on my strengths of making the training highly impacting and enjoyable experience for participating groups. I have facilitated training in organizations like Reserve Bank of India, SEBI, SVP National Police Academy, SBI, Oracle, Microsoft, Dell, Deloitte, Genpact, Wells Fargo, Citibank to name a few. As an assessor At Equinox, I help facilitate the design, development and deployment of assessment tools which help individuals and businesses in augmenting their performance development efforts. I have co-created and developed Equinox’s powerful high performance tool and framework, the S.T.A.R™ Model and related assessment (for Leadership, Coaching, Team and Individuals). Also, actively involved in partnering 360 deployment for our clients who demand more than just training. I am a Certified Reflector Big Five Consultant (A Level ‘B’ Psychometric instrument) As a consultant I help clients optimize human resources by engaging with them with end-to-end transformational solutions. Starting from role and competency mapping, profiling, assessing and creating developmental actions and facilitated coaching and training, I partner client initiatives which guarantee results. I have co-created Equinox’s very own Human Resource Optimization model the S.T.A.R™. As a person I am passionate about social-upliftment and work closely with institutions helping the destitute children and the girl child. Through Equinox’s ‘Build a Life’ program, I also contribute in a small way in making a difference to this world. I like adventures and the risks which go with it. I have been an active sports person, having played hockey at the national level with distinction. I like writing on philosophy and life in general. My links: http://www..equinox.co.in and Twitter: @sreekumar_india View more posts

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