How to Solve a Conflict in a Team

Conflict in a Team

As members get accustomed to working with each other, conflict or feelings of hopelessness or helplessness may arise.  We have listed Some of the outward characteristics of this stage of team development :

• Blaming,


• Competition,


• Lack of Trust,


• Infighting,


• Whining,


• Feeling Stuck,


• Polarization (i.e., Days Shift vs. Night Shift),


• Minimal Work Accomplishment.

These characteristics are not bad, but rather a natural course of direction in the team building process.  As the supervisor or manager, it is part of your job to known what you can do to help move the team forward.

The following five Suggestions provide specific guidance.

1. Address team members in conflict

The worst thing you can do when conflict arises on your team is to ignore it. You may ask two
team members to sit down and resolve their conflict, or you may sit down and play the role of a mediator in resolving the conflict.  Either way, you are addressing the conflict, rather than ignoring it.

2. Maintain Conversations in the aim frame.

We advise supervisors in our seminars to be “aim frame thinkers” vs “blame frame thinkers.”  Aim frame thinkers ask two
questions : Where do we want to be ?” and “How do we get there ?” 

Theses two questions keep all conversations healthy and productive.  Blame frame thinkers also address two questions.

 “What’s wrong ?” and “Who can we blame ?”  

With these last two questions we only have two guarantees – nothing will be accomplished and it will divide the group.

3. Meet often

Groups in conflict will actually stop meeting because they would rather avoid each other than discuss the conflict.  Force the group to meet and discuss the sensitive issues.  If you stick to the aim frame, it will go well. 

4. Ask participants to sit in different seats.

Group in conflict have set seat assignments that many times they will refuse to change because that may mean they have to sit next to someone they do not like.  Prior to each meeting, tell people they have to sit in a different seat next to someone now.  In fact, you might even lead by example. 
It works !. 

5. Focus on Results

This is the stage when many managers spin their wheels concentrating on making the relationships “right.”  You may find it more productive in focus your energy on the results the team produces.  When the team members are totally focused on results and are held accountable for the results, many of the relationship problems will be resolved by the individuals involved.