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Effective leadership requires more than just making strategic decisions and achieving goals; sometimes it involves managing workplace conflicts. It should be a priority for all leaders to seek proactive approaches to fostering a harmonious work environment.
Below, Forbes Coaches Council members suggest their best strategies to not only mitigate potential disputes, but also contribute to a positive organizational culture. Follow their recommendations to help build a more cooperative and conflict-resilient workplace.
1. Address Conflict Before It Escalates
Address conflict! Before it escalates, put effort into recognizing and addressing conflict as it’s developing instead of simply trying to avoid it. Avoiding conflict altogether and simply hoping it doesn’t develop further can result in a much bigger issue. - Luke Feldmeier, Online Leadership Training - Career and Leadership Accelerator for Engineers
2. Repeat People’s Concerns Back To Them
Conflicts often come from a misunderstanding or the lack of a common understanding. Repeating what you hear from other people back to them, especially their concerns, makes them feel heard and also helps you identify information they’re hiding in their minds. Conflicts are not always bad. While they can lead to ineffective arguments, they can also foster healthy discussions. - Minna Hu, AI Business Coach Inc.
3. Use Tools To Identify Your Own Conflict Style
How conflict manifests itself in the workplace is often a mirror of the leader’s own conflict style. For example, a leader who avoids conflict may see unresolved tensions simmer, while a leader who responds aggressively might fuel hostility. A tool such as the Thomas-Kilmann Conflict Mode Instrument can help a leader identify the impact of their conflict style and make positive changes accordingly. - Gabriella Goddard, Brainsparker Ltd
4. Place The Conflict In The Proper Context
Bring conflict out into the open by asking proponents on each side to discuss the issue with you, then put the issue into the context of the following (as applicable): revenue, profit, market, customer, effectiveness, efficiency, cross-functional effectiveness and efficiency, supplier relationships, vendor relationships or credit. Push ownership down. It will help. - Amy Feind Reeves, HireAHiringManager, Formerly JobCoachAmy
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5. Nurture A Supportive, Inclusive Environment
First, encourage leaders to actively listen to their team members’ concerns. Second, promote a culture of respect and inclusivity. Third, implement conflict resolution training. By nurturing a supportive environment where diverse perspectives are valued, leaders can proactively address conflicts before they escalate, leading to a more harmonious and productive workplace. - Anna Yusim, MD, Yusim Psychiatry, Consulting & Executive Coaching
6. Introduce A Well-Defined Feedback Process
Introducing a well-defined feedback process in team meetings by transforming the way the team ideates can have a significant impact on the culture. Encourage openly expressing thoughts without fear, and establish a norm of listening actively while refraining from reactive judgment. Then, refine communication practices by establishing regular feedback loops to contribute to a healthy team dynamic. - Sheila Goldgrab, Goldgrab Leadership Coaching
7. Use Quality And Performance Improvement Methods
Assess existing conflict, not to determine whether it’s happening—because it is, as is the nature of groups—but to see what is happening, to what extent and degree, and why. Then, using quality and performance improvement methods, dig into the identified issues to find and effectively resolve the root causes. Implementing this treatment plan will inform measures for preventing repeat or compounded issues. - Ophelia Byers, SitchRoom®
8. Define Clear Roles And Responsibilities
Workplace conflict is caused by many sources, but one of the best ways to prevent a lot of strife is to define clear roles and responsibilities. When everyone knows what’s expected, it minimizes misunderstandings and promotes a cohesive team. Providing clarity around roles is a powerful tool for preventing workplace conflict, and it’s a really easy place for leaders to start! - Lynda Silsbee, Alliance for Leadership Acceleration
9. Stop Trying To Prevent It; Model Healthy Conflict Instead
The very first thing to do is stop looking to prevent conflict! Sounds like we need to unpack your mental models around conflict. If you have a workplace where everyone always agrees, how do you innovate? How do experiments emerge? How do you keep each other safe? Conflict is desirable to expand impact and lift performance. Look instead at the capabilities and space required to model healthy conflict. - Duncan Skelton, Duncan Skelton Coaching Ltd
10. Create Psychologically Safe Spaces For Conversations
The best way to prevent mean-spirited, unproductive conflict, is to create a psychologically safe space for conversations. Help people get to know each other and provide assessment tools such as DiSC to help them connect, relate and communicate more effectively. Demonstrate how to be curious rather than accusatory. Show people how to disagree with respect. - Laurie Sudbrink, Unlimited Coaching Solutions, Inc.
11. Identify The Type Of Conflict To Tailor Solutions
First, it’s essential to assess and identify the type of conflict at hand. Different conflicts require tailored solutions. Once you understand its nature, you can develop a targeted strategy to address it effectively. Prioritizing transparent communication remains a fundamental step in this process. - Jessica Hill Holm, Hill Holm Coaching & Consulting
12. Encourage Employees To Talk About Potential Challenges
Survey every employee on their challenges. Many people who are leading teams, especially teams and organizations that are doing well, don’t want to solicit negative feedback. I would recommend you solicit feedback and encourage people to talk about their potential challenges and frustrations. Surfacing concerns will not encourage more problems, but will often stem problems that are brewing. Focus on prevention first. - John M. O’Connor, Career Pro Inc.
