Managing Conflict
The Sunday Feed!
Newton’s first law of motion (also known as the law of inertia) states that an object at rest or in motion will stay that way, unless acted upon by a net external force or an unbalanced force.
Translating this into business, it means that to make gains or progress, we need to shake the tree. We need to challenge old beliefs and debate all the ideas that do not have the X-factor.
However, when we try to do this, it can be counter effective as it can work adversely by creating riffs between groups and people. Non-the-less, an idea that is contested and disputed is always better than the one that has been accepted without any form of wrestling.
So, while we do understand the benefits of a healthy debate, we need to be aware as to when we need to put the brakes so that it does not convert into a conflict.
Identifying conflicts can sometimes be subtle, but here are 20 ways to help recognize them:
Direct Confrontation: Obvious disagreements or arguments between individuals or groups.
Changes in Behavior: Sudden shifts in behavior, such as increased tension, avoidance, or passive-aggressiveness.
Increased Complaints or Grievances: A rise in complaints filed by individuals or groups against each other or the organization.
Decreased Productivity: Declines in productivity or quality of work can indicate underlying conflicts affecting teamwork.
Cliques or Factions: Formation of cliques or factions within a team or organization, leading to polarization and division.
Gossip and Rumors: Spread of rumors or gossip about individuals or groups, often stemming from unresolved conflicts.
Physical Symptoms: Stress-related physical symptoms like headaches, fatigue, or stomach issues among team members.
Communication Breakdowns: Breakdowns in communication channels, frequent misunderstandings, or misinterpretations.
Emotional Responses: Emotional reactions such as anger, frustration, or resentment in response to certain topics or individuals.
Non-Verbal Cues: Pay attention to body language cues like crossed arms, avoidance of eye contact, or tense posture.
Blaming and Finger-Pointing: Habitual blaming of others or avoiding personal responsibility for mistakes or failures.
Lack of Trust: A pervasive atmosphere of mistrust among team members, leading to skepticism and suspicion.
Personal Attacks: Instances of personal attacks or character assassination during discussions or debates.
Resource Allocation Disputes: Conflicts arising from disagreements over the allocation of resources such as budget, time, or personnel.
Resistance to Change: Strong resistance to proposed changes within the organization, often stemming from conflicting interests or values.
Competitive Behavior: Excessive competition among team members or departments, leading to conflicts of interest.
Silent Treatment: Deliberate withholding of communication or ostracizing individuals or groups as a form of punishment or retaliation.
Micromanagement: Instances of micromanagement or excessive control by leaders, leading to resentment and conflict among team members.
Cultural Differences: Conflicts arising from differences in cultural norms, values, or communication styles.
Recurring Issues: Patterns of recurring issues or disputes that remain unresolved over time, indicating underlying systemic problems.
Recognizing these signs early on can help address conflicts before they escalate and negatively impact team dynamics or organizational culture.
John Khalkho: CEO — Dolores Recruitment