Vous faites face à des membres de l’équipe aux styles de travail opposés. Comment pouvez-vous gérer efficacement le conflit ?

I’ve found that with the right approach, conflicting work styles can be managed effectively. My first step is always to recognize and understand each team member's preferred style- structured or flexible. This helps me appreciate the strengths each person brings—Structured folks excel in planning and detail, while those who prefer flexibility are quick to adapt and innovate. Open Discussion with the team encourages everyone to share their preferences and how they enhance their performance. I focus on how these styles can complement each other, creating a balanced approach to tasks and decision-making and ensure that this enhances our team dynamics and creating opportunities for synergy and innovation.

You're right; acknowledging their work style involves communicating with them and discussing their approach. Welcoming and understanding their style can be key to resolving conflicts. For instance, if a team member prefers a detailed, methodical approach while you favor a more agile, quick-paced style, open dialogue can help bridge this gap. By discussing each other's methods, you can find ways to integrate their detailed planning with your agile processes, creating a hybrid approach that leverages the strengths of both styles. This way, you don't necessarily have to change their style completely but can instead tailor it to fit within the overall team strategy. This process not only fosters mutual respect but also enhances team cohesion.

Effective communication is key in this situation. Engage in open dialogue with team members to understand the reasons behind their work styles. By asking questions and seeking to understand their approaches, you can gain insight into the underlying principles guiding their methods. This understanding will help you make informed decisions about how to address and potentially resolve conflicts. For example, if necessary, you can discuss and propose alternative work styles, though this should be done thoughtfully and not abruptly. The approach you take will depend on the project's foundation, urgency, and the context of the situation. However, initiating clear communication is the first step toward resolving conflicts and finding common ground

When team members have different work styles, start by setting common goals that everyone can agree on. Focus on what the team needs to achieve rather than how each person prefers to work. Encourage open communication and respect for each other's strengths. By aligning on the big picture, you can reduce conflict and find a way to combine different approaches to reach the goal together. It's about making sure everyone feels heard and valued while keeping the team's objectives at the forefront.

This approach can be effective, but its success depends on understanding the team’s dynamics. A team lead must recognize that some members, especially long-serving employees or IT specialists, might resist changing their approach if they feel controlled. To address this, discuss and analyze various work styles openly. Then, collaboratively determine the best approach for the project, allowing the team to brainstorm and agree on a style that balances individual preferences with project needs.

I completely agree. Adaptability is crucial in this context. Tailoring their style to yours—and vice versa—is about flexibility and finding a balance that works for everyone. In an agile world, no work style should be rigid unless absolutely necessary. Flexibility allows for the integration of different approaches, fostering a more dynamic and effective work environment. Embracing this adaptability can lead to better collaboration and improved outcomes, as team members adjust their styles to complement one another and address the evolving needs of the project.