Teamwork is often a necessary and integral part of any job. You must function well with your co-workers to get projects and other tasks completed. Unfortunately, work in a team environment is not always smooth. Personality disputes and differences of opinion among members can adversely affect a team attempting to achieve unity in purpose. It is essential to resolve team problems efficiently in order to get tasks completed on-time. Use some problem-solving techniques to manage the issues that arise within your team.
Step 1
Identify the exact nature of the conflict when it arises. The Global Network recommends defining the issue as a group. From there, you can decide whether it should be addressed by the particular members involved or by the whole group. If the conflict involves only two persons, it may be advantageous to meet separately with those individuals to try to reach a resolution.
Step 2
Obtain each group member's opinion on a conflict that involves the entire group. Let everyone have a turn in speaking without allowing interruptions. Set guidelines for these discussions and include such rules as no personal attacks.
Step 3
Teach group members to use positive language when dealing with conflict. For instance, give them examples of how to begin statements with "I'm feeling as though" or "I need clarification" rather than phrases like, "You don't understand" or "You are confusing me." When you start a speech with the word "you," it can make the recipient feel attacked.
Step 4
Brainstorm several resolutions within the group. Hopefully, the group can come up with creative solutions and vote on the best one. Make sure you give each person a chance to verbalize his ideas. You may have to coax the more timid members of the group.
Step 5
Compel each individual involved in the dispute to put into words what their co-workers are saying about the issue. According to The Team Building Directory, the only way someone will be able to accomplish this is by listening, not just hearing. This behavior forces each person to consider the other side of the conflict. Empathy can go a long way in solving the conflict.
Tips and Warnings
- Anticipate potential conflicts so that they can be avoided. For example, don't select two highly opinionated individuals to co-lead a seminar.
- Call for a timeout if discussions become very heated. Always set a time limit on the time spent on conflict talks so that you can handle the issue without rehashing it over and over. Designate an outside impartial mediator when serious conflicts arise that cannot be handled within the group. This must be a person who has no personal stake in the outcome of the talks.
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