05:40
Faizan
While most workplace teams try to step around conflict and avoid it all costs, there are times when it is not all bad and can even be turned into a constructive force.
The most dangerous situation is pretending that it doesn't exist or hoping that it goes away, because then it can destroy what you are trying to achieve and team gatherings may descend into a battle of egos.
This is where skilled and strong team leadership becomes important, to steer the team through the processes while keeping the end goal in mind.
'Healthy' or 'Unhealthy' Conflict
This is perhaps best explained by Barbara Mitchell and Cornelia Gamlem in The Big Book of HR. Conflict is negative or 'unhealthy' when:
Differences are not addressed
Expectations are not managed
Assumptions rather than facts are central to the disagreement
The individuals involved or affected don't want to be part of the solution
Conversely, conflict is positive or 'healthy' when:
The value of conflict and differences are honoured and respected
Issues are open and not masked
Ideas not personalities are central
Emotions are managed and points of view expressed in a skillful and respectful manner
The difference between a high performing team and an under-performing team often lies in how conflict is managed and the overall 'mindset' of the group.
One Strategic Mindset
The key to leading teams successfully lies in understanding the potential con
The most dangerous situation is pretending that it doesn't exist or hoping that it goes away, because then it can destroy what you are trying to achieve and team gatherings may descend into a battle of egos.
This is where skilled and strong team leadership becomes important, to steer the team through the processes while keeping the end goal in mind.
'Healthy' or 'Unhealthy' Conflict
This is perhaps best explained by Barbara Mitchell and Cornelia Gamlem in The Big Book of HR. Conflict is negative or 'unhealthy' when:
Differences are not addressed
Expectations are not managed
Assumptions rather than facts are central to the disagreement
The individuals involved or affected don't want to be part of the solution
Conversely, conflict is positive or 'healthy' when:
The value of conflict and differences are honoured and respected
Issues are open and not masked
Ideas not personalities are central
Emotions are managed and points of view expressed in a skillful and respectful manner
The difference between a high performing team and an under-performing team often lies in how conflict is managed and the overall 'mindset' of the group.
One Strategic Mindset
The key to leading teams successfully lies in understanding the potential con
Posted in: business
