Conflict within teams is often viewed negatively, but when managed well, it can drive innovation and creativity. Managers play a key role in guiding team members through these inevitable challenges, enabling differing opinions to emerge and fostering constructive debate. Yet, with competing pressures, it can be tempting for managers to ignore issues or impose a solution to save time and move on. To reap the rewards of healthy team conflict, here are three approaches that will help to explore different perspectives and navigate conflict constructively.
3 Ways Managers Can Use Perspectives to Navigate Team Conflict
- Create space for different perspectives
When discussing a contentious topic with your team, make a conscious effort to invite everyone to share their perspectives. Actively seeking input, especially from those individuals who might not readily speak up, will bring a range of perspectives to start building a fuller picture of the issue. You should aim to remain neutral, and ensure that team members feel safe to express their thoughts, without fear of judgment or criticism.
The goal is to uncover new perspectives rather than reinforce existing biases. You may go into a discussion with your own views, but be prepared to discover other perspectives that will challenge your own ideas. There’s rarely one version of the truth, or a right way and a wrong way.
- Seek to understand those perspectives
Understanding different perspectives requires more than just hearing words; it also involves active listening and genuine curiosity. Listen attentively to what’s being said, and practice deep listening techniques, such as listening for repetition, which can signal a need to dig further.
Even if you disagree with someone else’s viewpoint, understanding where it comes from will bring further insights. Look beyond surface-level understanding and strive for richer insights, not just a quick takeaway. Ask questions to delve deeper into team members’ perspectives and understand the reasons behind your team members’ thoughts and feelings. You can also play back what you’ve heard by reflecting on what a team member has just expressed or by summarising the key points. This allows everyone to clarify their comments and tease out any misunderstandings.
- Explore alternative perspectives
Once you’ve heard from everyone, the next step is to challenge assumptions and explore alternative viewpoints. Encourage team members to look for solutions that may not be immediately obvious. Ask the team what might have been missed in the conversation and how the situation can be approached from another angle. In some cases, it may be helpful to invite external input from other departments, stakeholders, or even industry peers to provide fresh perspectives.
High-functioning Teams Need Conflict
By creating space for diverse perspectives, actively seeking understanding, and exploring alternative viewpoints, managers can turn team conflict into productive discussions. High-functioning teams don’t avoid conflict; they use it to drive innovation, strengthen collaboration, and build a culture of trust. As a manager, if innovation and progress come from discussion and respectful disagreement, what kind of team do you want to lead? One that thrives on conflict or one that avoids it?
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