You're leading a team that's stuck in a conflict. What's the best way to resolve it?

In my experience, being on a team with several different attitudes and adjustments have to be made! What each one of the team members bring to the table is as important as the other. Learning from one another is a part of being a team.

Another perspective to consider is analyzing the end point of the conflict as opposed to the root cause. Presenting a clear visual of where the conflict may be headed often helps in providing mitigative solutions.

As a leader, resolving team conflicts involves open communication, identifying root causes, and promoting collaboration. Establish clear expectations, focus on solutions over blame, and lead by example with patience and empathy. Follow up to ensure agreed-upon solutions are implemented effectively, fostering a culture of collaboration and trust, and promoting overall team cohesion and productivity.

In my experience as a nurse you need to identify what’s not working and why, because ultimately it’s the patient who suffers . As teammates you also need to respect one another . Sometimes this gets lost easily . Work on an action plan , wipe the old slate and Start over

Conflicts are rarely a pleasant endeavor for any leader. However, depending on the conflict, there may be an opportunity for growth, changes and mending broken relationships. In my personal experience, your leadership style will greatly influence how you solve a conflict. Moreover, there are several principles I have found helpful. 1-get to know your team from day 1. In doing so, you will be able to identify a lot quicker the root cause of the conflict by making objective, empathetic inquiries of all subjects involved including identification of potential at-fault parties; all the while conducting an in-depth evaluation of the issue and hopefully arriving to a non-biased resolution.

Yes, This is true. A great example that could be applied to patient advocacy is typically seen in negotiation dialogues. Often, the end goal would be to achieve a favorable resolution, so utilizing active listening and empathy helps to stay on the right track.

2-while trying to find out the source of the conflict, it is important to listen to all parties and knowledge their distress. Additionally, look beyond the words to patterns of behaviors. Emotions can definitely affect the way people communicate and convey their ideas. A sleep deprived, stressed employee may have raised the voice or said something offensive or not turned in that report on time. Ask yourself, Is this usually the norm for this employee?

First identify the source of the conflict. Then see if there is a way to resolve the conflict. If there is not just one way to resolve this conflict then you attempt to compromise with each other and have a discussion about the situation at hand and what’s causing the conflict in the first place. Once people actually start listening to each other and stop pointing fingers they might actually understand each other and get along. They may even be able to build a friendship through the process in the end

I cannot state how important it is to active listen. Let others do the talking, designate a group facilitator to keep the group under control

When the team has openness and transparency as one of it's adopted principles, it's much less complicated and difficult for the team leader to conduct a thorough analysis and assessment of the conflicting issue.

3-After gathering all objective data, conducting interviews on all sides and coming to a preliminary conclusion, it is important to confirm the facts. Holding accountable those at fault and right from wrong is one of toughest job of a leader. Nobody likes confrontation or making others feel bad. But when it comes to conflict resolution, leadership can be “lonely road.” Assertively, with dignity and respect, the conflict must be addressed. If the person becomes angry, it’s best to keep the conversation short or seek out assistance per company policy.

Reassure Your Team that this conflicting issue encourages our awareness of the interdependent role towards Our productivity. Reaffirm Your Team that We approach and dissolve such an opportunity with growth in mind.

Conflict is not one-sided. Listening to all sides, compiling suggestions, and then developing a plan for resolution that includes all sides is important for everyone to feel there will be ongoing improvement efforts without bias. There is never one solution. But there are better solutions. Involving the team to find that "better" solution is paramount to fulfilling compromise.

4-more often than not, conflicts are resolved in a peaceful manner when dignity and mutual respect is observed. In my personal experience, when both parties feel they were treated with professionalism, the problem was stated matter-of-factly and several options for conflict resolution were given, the results were extremely positive. There are other occasions were the conflicts are more complex. In such cases, a team-solving approach is more productive and people-centered for best outcomes.

Seeking common ground for compromise work if the team leader is part of the conflict. Often, the leader is attempting to negotiate the conflict between the team members, and the personal compromise approach won't always apply. Here, the team leader must negotiate a collaborative model akin to an arbitration between the team members to regain team functionality.

Sometimes compromise after being sought out is not found. The important thing to remember is it was attempted and the party that wishes to not compromise tells you all you need to know about their willingness to not budge. Will they collaborate in other situations? Will they listen and compromise and find neutral ground with your patient population? Is this situation repairable or does staff realignment/reassignment need to occur to benefit the peer who was willing to compromise vs the one that was not? All these questions muah be posed and observed moving past the conflict and expectations clearly set for the team.

5-this step is the one mid leaders take for granted. A leader who states he/she will follow in 2 weeks, yet failed to do so, loses credibility in my eyes unless there is a vital reason to reschedule. The importance of monitoring progress and feedback cannot be underestimated. This is akin to starting a QI project then forgetting all about it overtime. How would you know if there was any improvement for the issue identified? This step helps build team morale, trust and reinforce the team spirit knowing leadership cares about progress and development of their people.

Use the result of the conflict, positive or negative, as a teaching moment for yourself in future team building exercises. If your team members were not working towards a common goal, losing sight of their mission, etc. A great proactive leadership activity is for your team to select and agree to 3 or 4 visionary terms or phrases that they want to represent and emulate in the workplace. Have the team come up with these on their own and, once they’ve been selected, display them in a visible location. When they see these phrases, your team will individually remind themselves of what they are to uphold everyday in the workplace.

Agreed. Futhermore there is also an opportunity here to share lessons learned in future scenarios. We get creative by developing lessons learned templates and techniques.

After checking the steps recommended to manage a conflict, I can not except to agree with such efficient and smart steps My point of view that might make a difference is to add one more step by widening the vision of the team members by looking beyond the current complicated situation and to remind each one of them about the major goal and the higher values the team is responsible to achieve. By revisiting the common goal of the team, this will ease the stiffness of the members by reminding them that no progress is to be achieved without solving this current conflict wisely, as well as any future challenges will face the team. Focusing on the major matters that needs the team effort than wasting time on conflicts, is the team's key success