Leading Through Conflict: A Smarter Approach to Resolving Team Disputes
Conflict in your organization is inevitable. Differences in opinions, personalities, and working styles will arise whenever people collaborate. But conflict itself isn’t the problem. How leaders handle it is what determines whether it strengthens or weakens a team.
Too often, leaders approach conflict resolution by trying to “fix” the situation as quickly as possible. They give directives, issue warnings, or provide solutions without truly listening. While these approaches might seem efficient, they often escalate tensions and leave the underlying issues unresolved.
A better approach prioritizes open communication, collaboration, and mutual problem-solving. Here’s how leaders can use those skills to effectively manage team conflicts.
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Remove Roadblocks to Communication
Many well-intended leadership responses actually make a conflict worse. A few of the most common roadblocks that interfere with productive dialogue are:
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Directing/Ordering: “Just do what I say.”
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Warning/Threatening: “If you two don’t work this out, there will be consequences.”
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Advising/Giving Solutions: “Here’s what you need to do…”
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Analyzing/Diagnosing: “You’re only upset because you’re stressed.”
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Criticizing/Judging: “This is why you always have issues with your coworkers.”
These approaches shut down communication instead of opening it up. Instead, leaders should facilitate discussions that allow team members to express their perspectives and work toward solutions together.
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Create the Right Space for Conflict Resolution
Conflict should never be addressed in the heat of the moment or in front of an audience. Set aside time in a private space with only those directly involved. This allows for an open and honest conversation without the pressure of onlookers or workplace distractions.
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Identify the Core Needs of Those Involved
At the heart of every conflict are unmet needs. Maybe someone is feeling unheard, overburdened, undervalued, or any number of other negative emotions. Instead of assuming you know the problem, use active listening skills and ask each party about their needs. This step helps uncover the realissue rather than just the surface-level disagreement.
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Brainstorm Solutions Together
Once the conflict is clearly defined, shift the focus from the problem to possible solutions. At this stage, encourage all ideas without judgment. Avoid dismissing suggestions or pushing a predetermined answer. The goal is to generate a list of potential solutions that everyone can consider.
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Evaluate and Select a Solution
With a list of possible solutions, test each one by asking:
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Will this actually work?
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Is it practical and realistic?
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Are there any hidden problems with this approach?
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Can we take parts of multiple solutions and combine them?
Encouraging employees to evaluate solutions together fosters buy-in and accountability, making it more likely that the resolution will stick.
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Implement and Follow Up
Agree on a solution and put it into action. Schedule a follow-up check-in to see how things are going. Ask questions during the check-in to determine if the conflict has been fully resolved and if the solution is still working for everyone. If adjustments need to be made, use your brainstorming and evaluation skills to select a new path. By revisiting the resolution, leaders demonstrate their commitment to lasting change rather than temporary fixes.
A Better Way to Lead
When leaders treat conflict as a problem to be solved with their people rather than for them, they foster a culture of trust, collaboration, and accountability. And while gloves-off boxing matches may have worked for my kids, a smarter and more structured approach will always lead to better results in your organization.
