When dealing with unique personalities, genders, backgrounds, etc., there is likely to be conflict in a team. The matter is that most individuals do not like to take care of conflict, but it can really be helpful. Conflict arises when there are conflicting viewpoints or activities between the group members. It may be something as straightforward as a disagreement on a minor change in a procedure to friction over a significant initiative that someone wishes to implement.
Irrespective of the problem, the best approach to manage conflict is for staff members to talk about the issues openly and fairly. Instead many individuals want to avoid these essential conversations at any cost, or directives are put in place at the corporate level that can not be shared with everybody. To do it correctly, the messaging needs to be not only true, but consistent in its content and presentation. Too often, communications are obscure and misleading which makes the battle even larger than when it started out.
This can also result in incorrect speculations and potentially fear within the group. Leaders will need to comprehend each team member’s view on an issue and get their feedback. They could be perceiving the battle completely different then what’s actually happening, or they’re possibly interjecting their past to the circumstance.
The perfect way to begin solving a battle is to be sure everyone understands the origin of the disagreement. There may need to be several talks about this to eventually get to the real issue. The team then must realize that everyone might not have exactly the exact same opinion on the best way best to take care of the conflict, but it needs to be agreed upon that each individual has an opportunity to voice their opinion and be respected.
It likely will not be a 50-50 win, but the team members should believe that they have been part of this procedure, and they are prepared to forgo some things for the better of the staff to be able to make a more cohesive work environment. If all else fails, earning a third party, i.e. individual resources or adviser, may help for bigger conflict resolution.