1.05 Managing Team Conflict

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1.05 Managing Team Conflict
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Managing Team Conflict

• Conflicts, differences, disagreements
• Natural result of people working together
• Due to
• Personal factors
• Values
• Social factors

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Managing Team Conflict

• Conflicts, differences, disagreements
• Can be constructive
• Exciting
• Refreshing
• Good for job performance

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Managing Team ConflictPrevention

• Preventive Strategies
• Determine ground rules
• Set goals
• Get team agreement
• Communicate openly
• Everyone has a voice and everyone listens

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Managing Team ConflictReaction

• Reactive strategy
• Acting
• Use the authoritarian approach
• Tell the group what the resolution will be
• Useful in emergency situations or when emotions
  are high

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Managing Team ConflictReaction

• Reactive strategy
• Adjusting
• Give and take to reach a middle ground
• Good when a quick temporary solution is needed

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Managing Team ConflictReaction

• Reactive strategy
• Accommodation
• Sacrificing self concerns to yield to another
  person
• Used when one person is wrong or more can be
  gained later
• Must separate thoughts from feelings

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Managing Team ConflictReaction

• Reactive strategy
• Avoiding
• Withdrawing, sidestepping or postponing the issue
• Effective when conflict is a symptom of bigger
  issue, has low importance, or a time out will
  take care of the conflict
• Explain why you are doing nothing and when you
  expect to deal with the process

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Managing Team Conflict

• Set up an environment so everyone knows the goal
  is resolution
• Make sure all members want to resolve the
  conflict

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Managing Team Conflict

• Generate solution options
• Team members must agree on which solution is most
  appropriate
• Implement solution option

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Managing Team Conflict

• Evaluate outcome
• Celebrate or start over!