What's the best way to identify conflict in your team?

3 How to identify conflict

Identifying conflict in your team can be challenging, especially if it is hidden or subtle. However, there are some signs that can indicate a conflict is occurring. These include behavioral signs, such as increased absenteeism, turnover, and complaints; reduced participation, engagement, or productivity; or more arguments, sarcasm, or passive-aggression. Emotional signs include heightened stress, anxiety, or frustration; reduced confidence, enthusiasm, or satisfaction; or more resentment, anger, or fear. Cognitive signs are mental processes or beliefs that influence team members' perception and judgment such as increased bias, stereotypes, or assumptions; reduced openness, respect, or empathy; or more defensiveness, blame, or denial. By recognizing these signs of conflict in your team you can take the necessary steps to address it and ensure a healthy working environment.

4 How to address conflict

Addressing conflict in your team requires skill, sensitivity, and courage. You need to balance the needs and interests of the team and the individuals, while fostering a climate of trust and respect. To do this, you must first acknowledge the conflict and invite the team members involved to share their views and feelings. Then, analyze the conflict to identify its causes, effects, and possible solutions. Ask open-ended questions, listen actively, and summarize key points. You may also use tools such as the Thomas-Kilmann Conflict Mode Instrument (TKI) to assess the preferred styles of conflict resolution of the team members. Finally, resolve the conflict by exploring options, evaluating alternatives, and negotiating outcomes. Techniques such as brainstorming, mediation, or arbitration can help facilitate the process.

5 How to prevent conflict

Although preventing conflict in your team is not always possible, it is preferable to dealing with it after it has occurred. Establishing clear goals, roles, and norms can help you avoid confusion and misunderstanding. Building trust and rapport by creating a positive team culture and encouraging social interaction can prevent hostility and resentment. Promoting diversity and inclusion by valuing differences and providing equal opportunities can prevent bias and stereotypes. Conflict is a natural part of working in a team, but it can also be a productive force. As a leader, it is important to address conflict effectively, turning it into an opportunity for learning, growth, and improvement.