Posts Tagged ‘conflict in teams’

When we read about teams that are successful, it is all too easy to fall into the trap of believing that they are all in perfect harmony, heading in the same direction and effortlessly delivering results.  While this might be great in theory, the difficult stuff and conflict is just part and parcel of any successful team.

 

So what can you do to deal with the difficult stuff in teams?

 

Make facts the primary focus

 

In challenging times it is easy to fall into the trap of getting personal, starting to criticise individuals and saying or doing something that you regret later.  Facts on the other hand are verifiable, objective and not personal.  For example, if there is a report that is showing that the level of sales is falling week after week, this is factual and verifiable.  A discussion around the facts is likely to be more productive and beneficial than getting personal and seeking a scapegoat.

 

Expand the options

 

Whilst logic might make you think that the fewer options the better, research suggests that it might well be worthwhile expanding the options.  Part of the reason for this is that people don’t feel pressurised to back one or the other and be seen to take seconds.  It also means that the energies of the team are on solutions not what has gone wrong.

 

Create a goal everyone can connect to

 

In most organisations there is one common goal that a team can connect to.  Sometimes it might be the client or customer.  At other times it might be an innovation or improvement.  Once you have people looking at the difficulty through a common agreed lens, conflict can reduce and result focus increased.

 

Make the decision making process fair

 

A decision will have to be taken by someone at some point and people accept this as long as they feel that there has been a fair process for reaching decisions.  What this means at a practical level is that people feel like they have had their opportunity to put forward their ideas, views and opinions and that there has been open and transparent debate.

 

Bottom Line – There will always be difficult stuff to deal with when it comes to team working.  The key to successful resolution is to avoid it becoming personal.

If you are leading a team your aim is to deliver results and at the same time get the best from the people you lead.  On one level just about every leader understands this.  On the other hand leaders often take actions or act in a way that both achieving results and getting the best from others is compromised.

So why does this happen?

1. We feel that as the team leader we need to be the best at everything.

2. We worry that if we show that just like everyone else that we have limitations people will respect us less.

3. We become anxious that others might start to judge our suitability to lead the team.

4. We become attached to being some sort of stereotype leader who does this and nothing else or acts in a certain way.

In stead of thinking in this way, think about all the benefits of encouraging team members to take on and overcome challenges.

1. You bring out the best in others and as a result, the talents that they have to offer are not lying dormant.

2. Giving people challenges or problems to deal with or the opportunity to innovate provides motivation and costs nothing.

3. You gain more not less respect not less as you give a crystal clear message to your team that you value them and want their views and contributions.

4. You help others to develop their skill set and competencies.  Think about it, no one ever got good at ice skating by just watching others.  They had to have a go and fall on their backside a few times.  Learning in the workplace is no different.

5. You are growing future leaders and hopefully will have a natural successor when the time comes for you to move onwards and upwards.

Bottom Line: Teams without challenge may still deliver but not at an optimal level.  So what do you need to do to start getting better at leading teams that deliver great results?