Taking on Conflict
Suggested Strategy: Ignore controversial topics that are critical to team success, as this manifests in wasted time, energy, and office politics. Reframe focus of the team’s attention by redirecting mechanisms for discussion. As someone in a leadership position, lead by example and restrain when people engage in conflict. Use real time permission and foster relationships among teammates.
Suggested Questions:
Î Risk Questions: What risks do we assume if we don’t change the way we address conflict as a group? Î Permission-Based Question: In a workplace culture that has built up resistance and reluctance to discuss critical conversations, helping lower that guard is essential to having success when it comes to the subject of conflict. Use a question like, “With your permission, I’d like to gain everyone’s commitment to making a positive change by taking on conflict head on.”
Suggested Activities:
Î GOAL-Based Coaching: This tool is especially helpful when beginning the transition from the status quo to the goal of working together to address conflict openly and honestly. As a team, come up with these goals to make sure everyone has an equal stake in the process. Î Peer-to-Peer Coaching: Ultimately, much of the way conflict is handled comes from a solid foundation between peers. Pair off teammates and have them discuss their relationship with conflict, then come back as a group and incorporate successes and setbacks in the form of a shared goal document. This way, teammates can reflect on growth during the meeting and use it to guide growth going forward.
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