Identify the cause: instead of viewing conflict as something to avoid, look at it as a red flag: Something is breaking down, but what is it?

Revisit the team’s rules: conflicts are a good opportunity to investigate and repair whether you need to create new rules, clarify existing ones, or pull individuals back into alignment.

Point out strengths: stop finger-pointing, but name the strengths and skills everyone brings to the team.

Foster empathy: it is a critical ingredient in conflict resolution.

Reframe the conflict: by phrasing the conflict in a constructive language and focusing on solutions, you’ll depersonalize the problem.

Don’t forget:

  • Unnamed conflicts remain unresolved.
  • Ignored conflicts hurt the team’s work and the overall team performance.
team conflicts