Conflicts are inevitable when working as part of a team. We all have different perspectives, opinions and ways of doing things. This is not necessarily a bad thing.
Often it is beneficial and helps to broaden your horizons and ways to complete the same task or project. However, in the process of actual collaboration, our differences can lead to lively discussions, emotional hurt, obstacles, and even endanger the project.
There are many options you can choose to address conflicts in your team settings. You can ignore it, be passively aggressive, angry or angry. Maybe you like to point your finger and blame others. Perhaps you’re like me, generally with little patience, and easily frustrated by the pace of someone’s work.
There are many ways to deal with conflicts, but some of them help solve problems faster and lead to better results than others. Let’s look at five ways to effectively manage conflicts within your team.
1. Acknowledge and accept conflict
Many people avoid conflict like plague. They pretend it’s not happening. They ignore it and continue their business. For a variety of reasons, many are conditioned to believe that conflict is inherently bad and simply does not know how to deal with it.
By taking the “ignore the problem and pretend not to be there” approach, the only thing that happens is that it takes time to resolve and is probably confusing.
The first tip to effectively manage conflicts within your team is to acknowledge them. Don’t be shy to talk about it. Maybe something like this: “Jim, you don’t seem to agree with the approach we’re talking about. I’d like to hear your thoughts on the discussion so far. Having multiple perspectives allows you to understand the problem from all angles. I think everyone agrees to be like that. “
2. Do not jump in and overreact
This is what tells me the volume. If you feel sick while working in a team, be careful not to jump in and start talking.
This has happened to me more than a few times. Every time I feel my blood pressure is rising while listening to other team members talking or reading emails that I generally disagree with, I try to pause. I pause, take a deep breath and calm down. Believe me, there were a lot of things I simply reacted to without thinking, and each time the results weren’t optimal.
The situation is always better if you take the time to digest it and make it unresponsive immediately. Sometimes it’s just that I gave myself time to settle down before firing that bitter email. Also, you can see a perspective other than yourself, and you may not be upset as you were originally.
In any case, if you disagree with other team members, it’s always better not to simply follow the gut reaction. Slow down and don’t overreact.
3. Make sure everyone listens and is evaluated
When proceeding with discussions to deal with disagreements, it is important to listen to everyone and feel that your opinion is respected.
Remember that feeling understood is one of the deepest needs we have as human beings. When we feel understood, we feel that it is valuable and verified for our well-being. Keep this in mind so that everyone involved in the disagreement has the opportunity to hear and understand.
It doesn’t have to be overly formal, such as allowing everyone to talk for 10 minutes.It’s a person who is upset Let me hear their voice..
If I’m part of a group of 6 people and I’m happy with the disagreement, it’s not a big deal for me to ask. If I am one of the two who have disagreements, it must be very important to me to be able to talk about my views.
4. Summarize the discussion
Now it’s time to talk. Hopefully, by this point, all disagreeable parties have had the opportunity to speak and hear. At this point, it’s up to you to replay what you’ve heard from everyone so that you can understand it correctly.
If someone tells you that you are wrong somewhere, adjust accordingly. The goal here is to make sure that you not only hear and interpret correctly, but that your team does. By the end of this stage, everyone should be in the same arena and really understand what everyone else thinks about the situation.
Summarizing the discussion gives even more useful results. By summarizing what everyone has heard, it provides the entire team with a great overview of what everyone else thinks and how they feel.
Often, what happens in this type of scenario is that people start looking at the perspectives of others. It has a kind of softening effect that gives a better understanding of how people feel about the thoughts and situations of others. Often this helps move things forward.
5. Get everyone’s approval
As a direct result of regaining the debate, now is a great opportunity to move everyone’s support forward. Of course, in many cases it doesn’t flow immediately from regaining the debate. But in many cases, this is the point at which people feel more comfortable offering or compromising solutions.
If someone claims that it’s happening before A, B, C is finally okay, they’ll probably be comfortable with A and B alone. The goal here is to overcome disagreements and reach a place where everyone feels like themselves. I am good at listening, evaluating, and moving forward as a team.
From time to time, you have to remind people that you are all on the same team and working towards the same goal to get them to give you a little.
As an example, I’m a recruiter. It’s not uncommon for me to work on a brand new position that the company has never seen before. In many cases, recruitment managers have built the perfect candidate in their minds, without really thinking about whether the person with the experience they are looking for actually exists.
From my recent personal experience, I have two positions like this, and I asked the hiring manager to tell me the name of the person who will do this job. When we receive a blank reflection, we give them the exact opportunity to remind them that we are on the same team, working towards the same goal, and what we can do together to reach that goal. For me.probably A little compromise Is it useful?
anytime Work as a team on a project Or there are always disagreements that lead to conflicts in order to reach the goal. This is the nature of being human. Remember that conflict is not always a bad thing. In many respects, it is healthy and can lead to bigger and better results when working as part of a team. The important thing is that there is a healthy way to resolve this conflict and bring everyone together on the same page.
The next time you have a headache in a group, remember five ways to effectively manage your team. Don’t be someone who tends to react quickly with suboptimal results. Use these steps to learn to acknowledge conflicts, avoid jumping in and overreacting, listen to everyone’s opinions, summarize discussions, and get everyone’s approval.
Other tips on how to manage conflicts within your team
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