7 Thoughts on Managing Conflict as a Leader

team conflict

As a leader, there are many times I feel like the mediator between opposing viewpoints. I’m steering towards a common, shared vision, but there are a myriad of opinions in how we accomplish the vision.

I’m not afraid of conflict on a team. In fact, I think it can be healthy for the team if handled correctly. It keeps tension from building unnecessarily, simply because emotions and opinions were hidden rather than addressed. It brings new ideas to the table and welcomes input from everyone. When conflict is ignored or stifled, it makes people feel devalued and controlled. I’ve written previously on managing conflict HERE and HERE.

When faced with conflict on my team, I realize the way I handle it will go a long way towards allowing the disagreement to work for the overall good. In fact, I must learn to better manage the conflicts rather than attempt to kill them.

Here are 7 thoughts for managing conflict on a team:

Interfere sparingly – I try not to take sides in conflict anymore than I have to, even when I have my own opinion. If the conflict isn’t a vision issue, and it seems to be resolving on it’s own, I’ve found it is best if I allow the process to take it’s course. When the leader gets involved in conflict it takes on a new life; often unnecessarily.

Listen carefully – I try to hear both sides of the conflict. Normally there are valid points on both sides. It’s important that I hear not only what is said, but also what is unspoken. That takes asking questions, getting to know the members of my team, and not assuming I know what people are thinking simply by what they say. Understanding the basis of conflict and the opposing viewpoints is critical to understanding the conflict.

Communicate – During times of conflict, it’s even more important that communication be clear and consistent. Many times, conflict is simply due to a lack of clarity or miscommunication. Information often makes conflict easier to resolve. As leader, part of my responsibility is making sure the team communicates effectively.

Discern the real issue – Conflict develops for a number of reasons; not all of them good. Beyond miscommunication, conflict also develops over power struggles, weak leadership, or simply personality differences. Discerning the nature of the conflict and if there is a root issue (often unspoken or undefined) helps me avoid trying to solve the perceived conflict, when the real issue is something completely different.

Monitor impact – As I said, conflict in and of itself is not bad, but part of my job is making sure conflict on a team doesn’t begin to harm rather than promote health of the team and it’s members. When individuals begin to attack each other personally, act in anger, form sides within the team, or distract from progress, it’s time for the leader to interfere.

Vision – Ultimately, my job as a leader is to maintain the integrity of the vision. Conflict can enhance or interfere with attaining the vision. My job is to continually direct the team’s attention back to our purpose.

Don’t be afraid of conflict on a team. Good leaders learn to manage it for the overall good of the team.

Leader, how do you manage conflict on your team?

Please note: I reserve the right to delete comments that are offensive or off-topic.

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4 thoughts on “7 Thoughts on Managing Conflict as a Leader

  1. It was really helpful that you are sharing this details to your readers, I do personally having a worth while in the article. Thanks for sharing such good release.

  2. Good Post. I like the point about clarity. I like to make sure conflicts get settled face to face, don't you? Or do you think email can be used? I kind of feel it disrupts the clarity that solving a conflict needs. So I try not to use it in any part of the conflict. Perceived was a good word to use, because most conflict is perception that comes out of differing experiences that create different perspectives. Sometimes we get stuck in our own perspectives and we don't want to step out and see things from another point of view, or walk in another persons shoes. I kind of think if we did things before conflict erupts on a team where they do have to switch roles and experience the responsibilities of another person that is a really good team exercise. We did it on our staff and with our volunteers and it really helps perspective and cuts down conflicts as people experience what it is like to be in someone elses' position. Part of our leadership training was people had to serve in a lot of different areas, wear lots of different hats before they were able to serve in the area they wanted.
    Twitter: kmac4him