The key issue in dealing with team conflict is for the
team to realize that the focus is not on conflict
itself, but how it is managed. The consequences of
poorly handled team conflict result lowering of team
energy, disruption of healthy relationships, and the
prevention of job accomplishment. Certain causes for
team conflict include, perceived breach of faith;
unresolved disagreement, miscommunication, personality
clashes, differences in acquired values, underlying
stress and tension, ego problems, etc. Certain curing
measures for the resolution of conflicts are improved
communication skills, team counseling, relinquishing,
accommodating, collaborating, listening, responding,
understanding, etc. Key guidelines for avoiding or
resolving team conflicts include, reaching consensus
through collaboration, controlling emotional outburst,
enhance self-esteem, preserve individual dignity, listen
carefully and with empathy, be honest about concerns,
get individual ego out of management style, etc.
Valuable suggestions to resolve conflicts are: training
on the human dynamics of working together, gain
alignment around core team processes, develop a conflict
resolution process, keep disagreement from escalating
into conflict, develop a relationship with difficult
team members, etc. Conflict pervades the core of team
processes, and, if un-addressed, conflict serves to
stunt the development of a team.
pdf 2006
