What To Do For A Group Of Workers To Confront The Conflict?

In the workplace, especially that which takes place in organizations, companies or multidisciplinary teams, conflict can appear from time to time. If we are the leader or manager of this team, what can we do to face it?

Conflicting teams

A conflictive team is usually one that does not face the problem right off the bat, but one that postpones and avoids the conflict, or even differs it in some certain way, until in the end it ends up exploding. And it is here, when feelings of selfishness, competitiveness and individuality emerge that begin to create a resentful and threatening climate, obscuring the future and possible solutions. Thus we can make the contrast with the equipment that works effectively. These teams do face the conflict from a solid base of trust, through a constructive vision, in which information and ideas circulate freely, without fear of being questioned.

When that basis of trust does not exist, misgivings and insecurities begin, which leads to people not showing themselves as they are, therefore not offering themselves to the team. A defense filter begins to be used against the actions, ideas or approaches of others, thought badly from the first moment. In other words, a dynamic of hiding, questioning and distancing begins in which the conflict is not addressed, and it ends up exploding in a virulent way. But it is not here when the conflict is born, but it has been sowing for a long time.

Therefore, how should we act?

If we are the leader, manager or team leader, we have to bear in mind that this process involves a set of actions on ourselves and others, in a sustained and harmonized way. One of the main tasks that we must tackle, or even cope with, is managing our own ego . We have to know what our ego demands, put it in its place and make it work for us, and not submit to it. So we will look for the good of the team, and not only for the benefits themselves. Another important element, being this of a group nature, is the promotion of cohesion in the group. This will keep trust flowing. So we can organize situations, both at work and outside of it, so that experiences are shared and group members can get to know each other better. Developing a culture of cooperation is also another important factor, as it will foster the idea that success and effort belongs to everyone, leaving aside the competitive climate. Thus, values ​​such as respect or humility will also be worked on.

We can also issue constructive criticism , give feedback on the tasks or actions carried out, as well as feed our own learning from mistakes. This will help us fight the fear of rejection and failure. Something that we must not forget is the promotion of an open and constructive dialogue both of positive and negative experiences, and holding group meetings from time to time, not only to talk about what should be carried out or correct errors, but also to talk about the achievements and successes achieved. Opinions and ways of doing things, there are as many as there are people, but managing a team from a constructive climate will help us face problems from another side of the prism, facilitating decision-making and possible solutions.