Conflict on teams is normal. It’s often a sign that people care about the process or the results.
Disagreement, heated debate, are signs of passion and conviction—qualities of engaged teams.
What is also true: avoiding conflict is also normal and unattended conflict, over time, is toxic to teams.
The key for those of us who work with teams is to create a safe, supportive, and empowered environment for the benefit of the team.
In the end, well-managed team conflict pays dividends in stronger trust, better decision-making, and a more proactive and creative team.
- Two fundamental types of conflict—the difference matters
- Creating safety with rules of engagement
- Self-management—the coach’s attitude, impact, recovery
- Team performance benefits when the team owns the process
- Tips and tools for team coaches: exercises, practices, new process steps