Here's how you can effectively manage and resolve conflicts in startup teams with problem solving skills.

From experience: a lot of conflict in your Team is starting on mismanagement in the very beginning on the expectation management. If everyone is lined up on the goals and expectation what the team or individuell need and must achieve, many discussions and conflicts won't even start!

Startups thrive on passionate people, but fast-paced environments can spark conflict. Watch for communication breakdowns, passive aggression, or withdrawal. Mismatched expectations are common leading to arguments and hindering collaboration. In my team, a new engineer with a corporate background joined, used to structured approach. Our lead thrives in a startup's agile environment. Conflict arose! We addressed it quickly and identified the root cause - a clash of expectations due to different experiences. Through open communication, we explained how both approaches could be valuable. The engineer embraced flexibility, and the lead saw the benefits of structure. Early recognition and open communication are crucial to resolving conflict.

To effectively resolve conflicts in startup teams, it is crucial to first recognise the issues at hand. By paying close attention to the root cause of the conflict, team members can address the problem head-on and work towards finding a solution.

Recognizing issues early in a startup team is pivotal not only for maintaining a healthy work environment but also for fostering a culture of transparency and trust. Early identification allows for timely intervention, which can prevent minor disagreements from snowballing into major conflicts. This proactive approach not only preserves team morale but also enhances productivity, as team members feel heard and valued, ultimately driving the startup towards its goals more effectively.

To recognize issues in Team, first of all you need to find and identify root of the cause. for this you can use techniques like the "5 Whys" or Fishbone Diagram (Ishikawa) to drill down into the core issues causing the conflict.

I respect open conversations. It takes a lot of maturity and patience to have one but once you mastered it (i still didn’t), you will be having great results! Besides patience: active listening is the key. It’s not easy to listen but it worth it!

There is a rule “If you want to be heard, listen”. In any conflict you have two main parts, emotions and actual problem. First you need to eliminate emotions, to do that let people talk and listen actively, make sure people are saying everything they want and your response demonstrate your understanding of their side. Ask questions like, “why do they think we have a problem” or “what would be their solution”, “what do they think the other side would want and why”. Such question directing person to step 2 - actual problem and resolving it. When you are on a step 2 - ask questions not give answers. Your question should be a guide through to the solution they will say not you.

It is one thing advocating for open communication among team members and it is another witch-hunting them for their thoughts, feelings and ideas expressed. In most cases, it is what happens after openly expressing oneself that makes work environments hostile. After encouraging team members to express their concerns openly, the leaders must assure them of safety. That's the only way effective communication can be achieved towards mutual solutions. Open communication no doubt prevents misunderstandings, fosters positive team culture, builds trust and enhances productivity. In productive teams, the means of communication is important as what is expressed

Trust is the building stone of a team and the fastest way to build it is through having a safe dialogue where everyone is included and heard especially when there are issues arising in the team dynamic. It is important to approach with respect and genuine want to resolve the conflict.

Startup teams are generally comprised of small -- very passionate -- people who believe more than the product/service but also the mission of the company. When team members disagree, remember that both could be 'correct' as there isn’t just one path to success. Provide a sounding board for each member separately to gather data, then bring everyone together. Focus on the macro goal and start conversations with common ground that aligns with both team members. When creating a plan, ensure everyone understands it's about finding the best solution rather than whose idea was better. TLDR: Be open to changing course with new information over time but using communication to facilitate why things are changing.

If you link everything to KRAs, conflicts and their resolution paths generally get clear. Then the issue is to address the underlying issues related to intent

All individuals have an inclination towards a thing or another so it is always important for the leader to know the members of the team. Conflict can simply arise from assigning misplaced roles to members and underutilising talents. In the fast-paced and high-pressure environment of startups, conflict resolution based on identifying interests can lead to more effective and sustainable outcomes. This approach builds capacity and makes team members give off their best on the job.

I totally agree that it’s very important for the CEO/Founder to be flexible and to also understand that you’re not the only one here in the team. It’s really important to hear everybody out in order to resolve the issue or to enhance the relationship of the team itself.

As a manager, you will have your own interests and biases, which may influence your actions. Even when involving an 'outsider' for conflict resolution, that individual will also have their own interests and biases, which may be influenced by factors such as speech, age, footwear, or the color of someones clothing. It is always preferable to avoid reaching this point.

Understanding the underlying interests and needs of each party in a conflict is crucial for sustainable resolution in startup teams. This approach not only addresses the root causes of disagreements but also fosters a culture of empathy and collaboration. By aligning team members' core motivations with the startup's goals, you can create a more cohesive and motivated team, ultimately driving innovation and growth.

During your team conversations it is important to ask different team members about their perspectives on how to solve the conflict. This will make everyone heard, while arriving at the best possible solution and also give the perspective to the problematic team member/s that it is not only you who sees it, putting them on a real social pressure.

In exploring solutions, it's crucial to leverage diverse perspectives within the team to foster innovative ideas. Utilizing structured frameworks like the SCAMPER method or Six Thinking Hats can further enhance creativity and ensure a comprehensive evaluation of each solution's feasibility and impact. Additionally, integrating feedback loops can help refine solutions iteratively, aligning them more closely with the startup's goals and team dynamics.

Finding a solution that satisfies all the conflicting parties are an impossible task. Therefore, identifying the root cause of a problem is imperative for conflict resolution. There is a tool that I used before called BATNA (best alternative to a negotiated deal). This should be the worst case scenario that we need to prepare prior to meeting the conflicting parties as a surprise package.

Als unser Startup vor der Herausforderung stand, ein neues Produkt zu entwickeln, gingen die Meinungen auseinander. Um Lösungen zu finden, organisierten wir ein Brainstorming mit einem Twist: jeder musste seine Idee in Form eines Kostüms präsentieren. L. kam als Superheldin mit einem Umhang, um ihre rettende Marketingstrategie zu erklären. T. erschien als verrückter Wissenschaftler mit einem Kittel, um seine technischen Verbesserungen zu präsentieren. Das führte nicht nur zu herzhaftem Lachen, sondern auch zu einem wahren Feuerwerk. Wir bewerteten die Machbarkeit und den Nutzen jeder Lösung und fanden schließlich eine Kombination, die alle Interessen berücksichtigte. So verwandelten sich Ideen in einen Plan, der das ganze Team begeisterte.

In the end, the specific decision is less important than the commitment to it. Once a decision is made, all parties must acknowledge it and strive to make the best of it for the benefit of the company.

After holding the dialogue and gone through different solutions together as a team you have to make the decision on the moment. It is best to propose your own view and accept changes made to it. The reason to do it this way is because it will be easier and faster for your teammates to work with something existing and change it, compared to having to create a solution from scratch.

In the decision-making phase, leveraging data-driven insights can significantly enhance the quality of your choices. Employing tools like SWOT analysis or decision matrices can provide a structured approach to evaluating options. Additionally, fostering a culture of psychological safety ensures team members are genuinely open and honest, which is crucial for inclusive and transparent decision-making. This not only aligns the team with the startup's goals but also strengthens collective commitment to the chosen path.

Fundamentally any decisions in the conflict should align with the startup’s vision/mission/values/foundational principle. Therefore, no compromise or concession to anyone on this. Having said that, there should be a clear guidelines as a living document that everyone can access anytime and the way forward actions specific to the current conflict that needs to be identified and agreed upon.

Ultimately, the commitment to a decision is more crucial than the decision itself. Once a decision is reached, all parties must accept it and work towards maximizing its benefit for the company. After discussing and evaluating different solutions as a team, it's essential to make a prompt decision. Present your own perspective and remain open to modifications. This approach makes it easier and faster for team members to adapt an existing idea rather than developing a solution from scratch. By collaborating, you ensure the final decision is comprehensive and that everyone is committed to its success.

Implementing changes effectively is crucial for maintaining team cohesion and ensuring long-term success. It's important to establish clear timelines and responsibilities for each team member to avoid ambiguity. Additionally, fostering a culture of continuous improvement by regularly revisiting and refining the implemented changes can help in adapting to new challenges and opportunities, thereby sustaining a positive team dynamic.

After a decision has been made to resolve the conflict it needs to be implemented and is important to have consequences for not doing so. Otherwise there is no stimulus for the people to solve the conflict apart from being a good person.

Implement Changes Once a decision is made, the next step is to put the agreed-upon solution into practice and monitor its effectiveness. Implementation involves taking concrete actions to address the conflict and make the necessary changes to prevent it from recurring. To effectively implement changes, consider the following: Action Plan: Develop a detailed action plan outlining the specific steps, timelines, and responsibilities for implementing the solution. Communication: Keep all team members informed about the changes and their expected impact on the team dynamics. Monitoring: Continuously monitor the progress and effectiveness of the implemented solution, and be prepared to make adjustments as needed.

En las primeras etapas de tu startup, tu como lider vas a estar muy involucrado en el proceso de selecciòn y de contratación de tu equipo... este proceso va a ser crucial por que no solo debes tratar de reclutar a los mejores y los más inteligentes, si no que tambien vas a tener que ser muy hábil en identificar aquellas personas que además compartan tu visión y entiendan la razón de ser de tu empresa. Esto es lo que va a crear tu cultura organizacional... si lo hiciste bien, cuando se presenten los conflictos, vas a tener claros tus valores, y tus procesos, y serán estos los que te ayuden a lidiar con todo tipo de conflictos que se puedan presentar... Depende de la naturaleza del conflicto, su camino ideal de resolución.

In addition to the structured conflict resolution process, fostering a culture of psychological safety is crucial in startup teams. When team members feel safe to express their thoughts and concerns without fear of retribution, it encourages open dialogue and innovative problem-solving. Moreover, investing in regular team-building activities can strengthen interpersonal relationships, making it easier to navigate conflicts when they arise. Lastly, consider leveraging external mentors or advisors who can provide unbiased perspectives and mediate when internal resolutions stall.

In addition to the structured steps outlined above, there are several additional factors to consider to enhance conflict resolution in startup teams: Flexibility: Stay flexible and open to feedback, recognizing that conflict resolution is an ongoing process that may require continuous adjustments and improvements. Training: Provide training and resources to team members to develop their conflict resolution and problem-solving skills. Culture: Foster a positive team culture that values open communication, collaboration, and respect for diverse perspectives. Proactive Measures: Implement proactive measures, such as team-building activities and regular feedback sessions, to strengthen team cohesion and prevent conflicts from arising.

I have created startups alone and with other people, and the experience has been enriching, especially when you have to select the team you will work with. On several occasions these conflicts lead to the closure of your startup, because the team members do not share the idea or vision in the medium and long term that you have, on other occasions the conflicts are limited to economic issues (which I consider to be one of the most important) and on other occasions to demotivation or frustration with clients and delivered products when the client perceives that these do not generate value for them and the team thinks the opposite. These and other factors can cause your startup to start or end badly if the team does not know how to manage them

You need to create culture which prevent all the protentional conflict areas. To create conflict free organizational Culture, you need Team-Building Activities and Continuous Feedback and followup Loops. Engage in regular team-building activities to strengthen relationships and establish continuous feedback loops to maintain open communication and trust.