How can you use conflict to drive innovation, creativity and learning in your organization?

Conflict as a binary of positive & negative is a long held myth. Conflict is actually a spectrum of high value to low value dissonance within a group. High value dissonance can be leveraged to great gain, while low value dissonance has very little return & can become a source of energy-draining drama. The distinction across this spectrum is the degree of responsibility an organization takes in staying aligned. Problem-solving in alignment with the stated mission create high return conflict as fresh ideas for implementation arise. Ideas formed against such alignment require more energy & create confusion for those who seek alignment & those who seek unaligned action that may seem to have a high upfront returns but bear long term losses.

“Creativity thrives in the presence of conflict.” — David Bohm To use conflict to drive innovation, creativity, and learning, encourage diverse perspectives and open dialogue. Frame conflicts as opportunities for growth and exploration rather than obstacles. Promote brainstorming sessions where differing opinions are valued and integrated. Use the resolution process to uncover new ideas and refine strategies. This approach not only resolves disagreements but also stimulates innovative thinking and continuous improvement.

There is a lot of emphasis on the positive value of conflicts with some of the organizations I work with. I don't believe this is true in many situations as conflict usually appeals to set-in-stone beliefs about how something should be done or if it can be done. If we want more constructive organizations you need more openness to change your perspective rather than the ability to fight for it.

Often, beyond differing goals and values, the real conflict source in organizations is the fear of change. Take the innovation bottleneck: while ample resources are spent on exploration, only 5% of solutions see implementation. The issue isn't a lack of innovation, but an organizational mindset resistant to change. It's not just about finding new technologies; it's about aligning them with organizational strategies. Embracing conflict can drive innovation, pushing us to challenge norms and rethink boundaries. Instead of sidestepping conflict, the real challenge is leveraging it to instill an innovative culture.

Using conflict to drive innovation, creativity, and learning in your organization is like forging a strong and resilient sword. Just as skilled blacksmiths use the heat of the forge to shape raw materials into a valuable tool, leaders can use well-managed conflicts to refine and strengthen their teams. To handle conflicts effectively, emulate the blacksmith's careful approach. Provide a safe and controlled environment where conflicts can be addressed without harm. Encourage open communication and active listening, as blacksmiths carefully shape their metal. When addressing conflict, aim to temper it, like the quenching of a newly forged blade, by finding resolutions that benefit both parties. That's how conflict becomes your secret weapon.

A good model to understand conflict levels is Speed Leas' : Level 1 (Problem to Solve): Different solutions or approaches are considered Level 2 (Disagreement):Discussing pro's and cons' Level 3 (Contest): The focus is on who's argument is the strongest. Level 4 (Crusade): Protecting one's status Level 5 (World War): Conflict defines the relationships between team members, no matter the problem to be solved

Using conflict to drive innovation, creativity, and learning in your organization is like harnessing the power of fire. Just as fire exists in varying intensities, there are different levels of conflict to consider. Embrace constructive conflict, which is akin to a controlled and well-managed fire – it sparks innovation and creative thinking. Encourage healthy debates, diverse perspectives, and respectful disagreements to fuel the flames of learning and growth. However, just as fire can become destructive if left unchecked, unmanaged conflict can harm your organization. So, it's crucial to prevent conflicts from escalating into unproductive or destructive territory. Be the firefighter who intervenes when necessary.

One simple way to manage conflict situations is also to set your priorities: which conversations issues are important and provide enough value that is worthy of the effort and which are lower on importance and the potentially better outcome is neglectable.

Ao longo da minha carreira, enfrentei muitos conflitos. O mais importante é adotar uma postura de humildade, reconhecendo que nem sempre estamos com a razão. O mundo corporativo é repleto de pessoas com ego inflado, e para lidar com esses desafios, é fundamental desenvolver habilidades de comunicação e manter uma postura ética e respeitosa. Isso inclui impor limites de forma assertiva, independentemente de quem esteja envolvido.