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Please share your opinion to deal a team effectively. Thank you.
If I was the manager of the team with a conflict in it , I would talk with the persons who are involved in this conflict, seperate and all together. I would make them clear what the consequences are for the businesss and what their actions could lead to and how i feel about it.
Second part of the conversation should be about solving it. How, it depends on the problem and severity of the conflict.
At all time try to give feedback and no crritism, you don't want that your employees feel even worse. Feedback is very essential in resolving problems. It is a skill that you will need to practice.
collect all informations and relevant facts, determined root causes, spoke with your team members, and developed solutions to resolve the conflict.
View Conflict as Opportunity: Hidden within virtually every conflict is the potential for a tremendous teaching/learning opportunity. Where there is disagreement there is an inherent potential for growth and development. If you’re a CEO who doesn’t leverage conflict for team building and leadership development purposes you’re missing a great opportunity. Divergent positions addressed properly can stimulate innovation and learning in ways like minds can’t even imagine. Smart leaders look for the upside in all differing opinions.
Good luck
If conflict arises due to misunderstanding or difference in opinion then the roles of leader is to listen both the party and then evaluate the working and through consensus bring the team member at one point. Here the role of leader is very crucial it requires patience, experience and analysis skills which are better for the team objective.
In2nd case, if conflict is due to any member attitude then it must be address then and there because it create bitterness among the members and this different attitude will hamper team performance. Every individual must be brief the norms and best practices for harmony and achieving the team objectives. I would like to share a quote here that “Individuals are hired for the skills and fired due to attitude”. One of simple rule to success and moving the career ladder is positive attitude.
Conflicts mean that people care enough to disagree strongly. Strong emotions are both cause and result of conflict. It is difficult to talk to both parties when they are upset. Give some time, let them cool off and have everyone tak and listen to each other. Findout what are the cause or needs. Brainstorm solutions. Creat and plan and implent it. Make sure when taking the session no one should interfere.
There is not a team in the world, whether in a sporting environment or a business one, that has not experienced conflict at different times. Also, conflict can come in all shapes and sizes. Sometimes you can see it coming down the line, and others it just blows up out of nowhere.
However, if you are leading a team of any size or at any level in the organization, it is as certain as death and taxes that you will have to deal with conflicts issues in your team.
Is conflict a bad thing?
No, not at all – as long as it is managed properly. Conflict is natural when you pit together a group of people to achieve a common goal. It is not to be feared. I have seen more good come out of conflict issues. Bad outcomes are as a result of not dealing with them properly – and that is a management issue, not a conflict one.
So how do you deal with conflicts issues in your team?
1. Stay in control.
Stay in control of yourself and your emotions – a cool head is needed. Don’t dive in at the first sign of conflict, and never when your emotions are high.
2. Go to the source.
Do not beat about the bush – know where the source of the conflict exists and address your energies there, not elsewhere.
3. Actively listen.
Be prepared to actively listen, not pay lip service to listening!
This can be hardest of all if the source is a frequent offender in this space when it is easy to have an opinion formed in advance of hearing the story.
4. Deal with it early
This is absolutely critical. Failure to deal with it early will cause the issue to fester and grow.
It also reflects badly on you as a manager, and you are perceived either as weak or indecisive – not qualitiesyou want to have a reputation for.
5.Set team rules for behavior
If you don’t have agreed team rules, then go about setting them.
well it all depends on if it s a personality conflict or an issue that is causing the problem. An issue is easy to deak with . I think I'd like go and talk with coworker saing something like ' If you have some time I think it will be good for us if we talk about this issue . ' starting a conversation to deal with the problem with him is the hardest step , and if its done probperly , then the issue can easily be resolved . If it is a personality conflicts , then I woud try to be more understanding and at worst deal with the problem by anticipating conflicts ahead of time to put mu self in a position to either avoid it or to make it less of a problem .
I respect and understand all answers from gentelmen/woman but in terms of personal conflict but in project management field you have to resolve the conflict in flavour of your customer.
I can confirm that most of conflicts in the Projects field related to Resources (manpower, materials, or equipment) so once conflict is about which team to which project then this conflict will be analyzed to study the priority/important of each project to the company and what is the impact of delayin each one on the business.
The best way to address a conflict in its early stages is through negotiation between the participants.
