It doesn't take a whole band to create a downward spiral; two will suffice. Office intricacy grayscale: from differing opinions on astrology to "You betrayed me. You're dead to me." We indulge in petty arguments, silent resentments, and momentums of misfortunate misunderstandings. But, then, there's this; a ubiquitous truth: We can't escape the conflict. We can fight it, pretend it's not there, smile, nod, and sweep the sweet air of the incoming collision under the good, old rug. - We can, but what good is it? Workspace Armageddons spare no one. "Ready or not, down the rabbit hole we go." And there are consequences. Detrimental consequences of team discord. Upside? It can be fixed. How? That's why we're here. This is how to overcome conflict and start working as a team.
As team leaders, managers, and CEOs, resolving ever-present hiccups and interpersonal conflicts is just "another day at the office." However, each scenario begs for a unique solution. A friendly reminder: 1. No two problems are alike. And, similarly, 2. no two individuals are alike. Ideally, employees would come to us for guidance, and with a little help from our 2-minute all-wise advice, they would get together, engage in constructive dialogue, and finally, bury the hindering hatchet. Ideally. But, as it turns out, it's a bit more complicated than that. As authority figures, it is expected of us to find viable solutions and make the "final call." When dealing with team conflict, the "authority approach" can backfire:
The truth is, nobody likes "the enforcer," "the exert-ionist". Our colleagues are more likely to agree on a decision and follow through if they are kindly invited to participate in the making process. Learning about conflict resolution is difficult when you have someone to do the hard work for you. If we approach the problem with "We're all equals here. Let's talk.", not only will all parties benefit from "conflict resolution 101", but the mediation process will also equip them for any future hindrances. Once they learn how to approach a negative workplace experience, they will evolve into an independent, conflict-free persona that could take on anything from negative feedback to colossal project pressure (not that we want that type of pressure).
Before we can learn how to overcome conflict and start working as a team, we must first ask ourselves: How would we define "team"? What's the meaning behind the collective? If we're to say: it's an organism working in unison, mostly 9 to 5, 5 days a week.- it wouldn't necessarily be considered incorrect, but it somewhat lacks the microscopic perspective. Or, poetically said: it lacks subtle nuances. So, what are we missing? - The "I" in "team." It may be a synchronous organism (albeit not always), but what we tend to forget is that the familiar faces we see every day are, in fact, multidimensional individuals whose needs are astonishingly identical to ours: feeling heard, seen, and most of all, appreciated.
or as the French would say: tête-à-tête. Now, this step is essential. Recent studies have shown that initial individual meetings, separating the "conflicting parties," have a better success rate for conflict resolution. And, yes, it may sound a bit counterintuitive regarding the whole "teamwork, team spirit" narrative, but it's a fruit-bearing start. So, what's good about the "one-on-one" approach? It's the "I" in "team." By initiating a private meeting, we're showing interest in their individual, authentic perspective, and it's saying: "I want to hear your side of the story." Individual meetings make room for building empathy and gaining a deeper understanding of the conflict. (not to be mistaken with sympathy, empathy shows understanding, it doesn't imply siding with the party in question) Relocation professionals from hnmovers.com share: "We get office relocation requests all the time. Transitioning to a new office space can be turbulent and challenging for employees." - More reason to take good care of each other.
Once we've gathered enough information, it's time to bring the parties together and get those teamwork juices flowing. Before we commence the mediation hour, it's important to set some ground rules. (that's what good mediators do) So, it's not an open panel. There are rules, and all parties must agree upon the given guidelines before the mediation gets underway.
If by any chance the conversation becomes heated, we should pause, take a break, and take up again as soon as the tension fades away completely.
So, how do we go from conflict to team harmony? - By reintroducing a long-forgotten and exceptionally underestimated "tool": human contact. One of the key goals when resolving conflict among team members is to weave a futureproof material into the collective fabric. Prevention of future conflicts is possible if we manage to build a strong team of "I's" who care about and respect one another. And we do it by introducing bonding exercises and activities.
If we want to learn how to overcome conflict, we must first embrace and welcome the changes it brings. Its nature may be turbulent, but it is also exceptionally giving. Conflict induces growth. It pushes our boundaries; most importantly, it makes us stronger, wiser, and less afraid.
Meta description: Never a dull moment. Workplace discord is a thing. This is how to overcome conflict and start working as a team.