People will do most anything to avoid conflict. At work 64% say they would rather compromise than advocate for their side even if it means losing out on what they really want or ending up with a less effective solution. The #1 reason? Fear of causing conflict. For most people, avoiding conflict is more important than the better solution.
Team leaders often go to great lengths to avoid and suppress conflict on their teams in the name of keeping the peace and creating a more productive work environment. But these efforts, despite being well-intentioned, generally do more harm than good. To keep the peace and create a more positive work environment, team leaders should be encouraging and even creating more conflict.
Conflict is natural, normal and inevitable. In the strongest of relationships there will be conflict and there is absolutely nothing we can do to prevent it though try we might (and do!) When conflict arises, we are quick to try and suppress it or in many cases ignore it. The best approach, however, both personally and professionally is to engage it.
Though we interpret conflict as inherently negative, it is in fact inherently neutral. It may be uncomfortable or unwelcome, but there is nothing inherently bad about it. What makes conflict good or bad is all in how we address it. Just like most other things.
As a team leader, it is important to understand that conflict is going to happen no matter what you do and that when you handle it effectively, it can be really beneficial. Here is how:
TEAM CONFLICT CREATES BETTER SOLUTIONS
When it comes to brainstorming, problem-solving or making big decisions, it is important that you hear multiple voices and viewpoints. These various perspectives will help inform a more thorough and thoughtful solution. If, when going through the process of discussion everyone is in agreement, it is tempting to think that everyone is on the same page, when it is far more likely the case that those in disagreement do not feel comfortable expressing their disagreement, what The Five Dysfunctions of a Team author Patrick Lencioni calls ‘artificial harmony’.
As a team leader, it is your role to create a culture where disagreement is not merely tolerated but encouraged and modeled. Disagreement is how people stretch and think and learn to express their best ideas. When you have a team filled with people who are comfortable disagreeing with each other’s ideas, it allows for more powerful solutions. It will take time for people to adjust to this type of culture, so give them that time but do not abandon that culture. Stick with it, even through the messy, challenging parts.
TEAM CONFLICT BUILDS TRUST
When conflict is ignored or discouraged, it does not go away- it just hovers, lingering, like a bad smell. Pretending it is not there does not cover up the smell. It just creates an even worse combination of a flowery spray over something rotten.
When you lead a team that is encouraged to openly address conflict, you are building a culture based on open communication, honesty and transparency. You empower people to express themselves and work through challenges and disagreement. You create a culture of honesty where people can confront one another and let each other know when there is a problem. By giving your team space and permission to work through their problems, you create trust and ultimately respect.
The conflict is going to be there regardless. Whether it gets addressed depends on the culture of your team. When you staff feel comfortable addressing conflict, this is a positive sign that there is a strong level of trust and open communication. Continue to encourage this openness which will lead to continued honesty and transparency.
TEAM CONFLICT INCREASES INVESTMENT
It is good for people to care about their work. When people are engaged at work, they are happier, more productive and they stick around. When people are disengaged at work, they will do just enough not to get fired. There is no motivation to disagree or advocate for an unpopular idea since this requires extra energy and investmet. Instead, it is easier to simply bit your tongue and nod. As a team leader, you want people on your team who care about their work and you want to make sure you create a work environment that makes it easy for them to care.
People who care about their work and want the best possible outcome will share their ideas and fight for them. They will put in extra effort to find the best solution and persuade others as to why. They will invest in their work. When people know that their voice matters and that they have the space to affect change, they will be far more invested in making that happen. As a leader, it is your job to create that space to listen to your team and give them the opportunity to test out their own ideas. This means, of course, that they will often push back on you as a leader, and you should welcome this. Model the behavior you want to see in others and engage in the disagreement for the betterment of the team.
Team conflict should be expected and encouraged. Conflict is a natural, healthy and productive process that can lead to positive outcomes when addressed appropriately. Trying to avoid or suppress this conflict is not only futile, it is damaging. Addressing the conflict, on the other hand, allows staff to have a voice and to be honest and open. It also improves the work your team is doing by collaborating and building upon each other’s best ideas. So, my leadership friend, how will you create more conflict on your team?
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