Contrary to popular belief, conflict is normal and can even be healthy. A conflict is healthy, if it: focuses on task issues or is based on a legitimate difference in opinion, values, perspectives, or expectations about the impact of decisions. It will be unhealthy, if it involves: competition, poorly run meetings, bad communication, personal grudges, and conflict between individual and group goals. Finding the root of the conflict is important, because the team should not waste time dealing with only the symptoms. The best way to resolve conflicts is collaboratively, which involves both sides of a conflict searching for a solution that satisfies everyone. This resolution style requires cooperativeness and respect for others. When tensions are high it is hard to use this resolution style, but with practice it becomes easier.So what?
My team has recently faced a major conflict. Our problem stems from two member
s that the team feels are not pulling their fair share of the weight. We did not avoid the problem, but we made the mistake of using emails which just increased tension because written word is often interpreted to be more negative than what is intended. During class, we addressed the problem face-to-face and things went a lot better, but the team was still not very happy with the two members' comments. We felt that they were blame-shifting and not taking responsibility for their actions, but since it is a difference in opinion we had to move forward.
s that the team feels are not pulling their fair share of the weight. We did not avoid the problem, but we made the mistake of using emails which just increased tension because written word is often interpreted to be more negative than what is intended. During class, we addressed the problem face-to-face and things went a lot better, but the team was still not very happy with the two members' comments. We felt that they were blame-shifting and not taking responsibility for their actions, but since it is a difference in opinion we had to move forward. Now what?
It is important for the team to treat these two members as if the past didn't happen, otherwise the grudges will interfere with future performance and harbor inappropriate criticism. The team will also improve communication, in order too eliminate the possibility of an excuse. If the problem continues then we will re-address the issue. Since this source of conflict is due to personality differences/poor social relations, we need to work on improving our social relations by doing team building exercises, especially since the two members addressed their feelings of being outcasted.
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