How do you identify the reasons for team conflict?

Based on my experience the general cause of team conflict are 1 Due to misunderstanding, lack of clarity poor communication 2 Team member have conflicting goals, priorities and agenda 3 Conflict over resource allocation including budget, time, manpower 4 Poor leadership, ineffective management practices 5 Unclear roles and responsibilities causing confusion and overlap 6 Difference in culture and background of team members bringing different perspective and experiences 7 Resistance to change and uncertain future or disruption in organization 8 External environment like competition, market dynamics causing pressure and conflict

In my experience, the Thomas-Kilmann Conflict Mode Instrument (TKI) identifies five primary sources of team conflict: goals, methods, values, relationships, and roles. These sources can give rise to various types of conflict, including task, process, or interpersonal conflict. To pinpoint the source of a team conflict, it's helpful to ask questions related to team members' objectives, expectations, problem-solving approaches, underlying beliefs and assumptions, communication styles, and individual responsibilities within the team. This approach can facilitate a deeper understanding of the conflict's origins and guide efforts to address it effectively.

Understanding The Root Causes Of Team Conflict. Team conflict can arise from various sources, making it crucial to identify and address the underlying reasons. One common cause is differences in communication styles or personalities among team members. Misunderstandings or misinterpretations can lead to tension and conflicts within the team. Additionally, conflicting goals, priorities, or values can also contribute to disagreements and disputes. Poor leadership, lack of clarity in roles and responsibilities, as well as unresolved past issues can further fuel team conflict. By recognizing these root causes, teams can work towards implementing effective communication strategies, fostering a culture of respect and understanding.

To identify the reasons for team conflict, begin by observing the interactions and communication patterns within the team to spot any tension or recurring issues. Engage in one-on-one conversations with team members to gather their perspectives and understand their concerns. Look for underlying factors such as misaligned goals, differing work styles, unclear roles, or resource constraints. Use conflict resolution tools like the "5 Whys" technique to dig deeper into the root causes. Additionally, consider the broader context, including organizational culture or external pressures, that may be contributing to the conflict. This comprehensive approach helps in pinpointing the true sources of conflict within the team.

Team conflict is a form of internal resistance and an expression of the system (a combination of intrapersonal, interpersonal relationships, and their environment). To identify the sources of team conflict, there first needs to be a foundation of psychological safety built and an agreement on effective ways of working established. With this in place, it's important to have candid and honest conversations with the parties involved in a timely manner. Give each person equal opportunities to express: 🔹Their perspective on the conflict. 🔹Their thoughts and feelings about the conflict. 🔹What they want moving forward. From a shared understanding of the conflict, we can collaboratively work to solve it.

Recognizing Signs Of Team Conflict. Team conflict can arise from a variety of sources, but it is essential to be able to identify the signs early on in order to address the issues effectively. One common sign of team conflict is a breakdown in communication, where team members are not effectively communicating with one another or are avoiding conversations altogether. Another indicator of conflict is a lack of trust among team members, leading to suspicion and resentment. Additionally, if there is frequent disagreement or tension within the team, it may be a sign that underlying conflicts need to be addressed. By recognizing these signs early on, teams can work towards resolving conflicts and improving overall team dynamics.

Conduct workshops focused on building trust and fostering open communication among team members. Structured exercises and discussions help in addressing underlying issues and promoting a shared understanding of goals and expectations.

In my experience, an absence of trust often is driven by the other levels of team conflict. While four of the levels of conflict - fear of conflict, lack of commitment, avoidance of accountability, and inattention to results - may be isolated to a specific project or situation, absence of trust can have larger, ongoing impacts on the relationship between team members. For this reason, it's important to identify conflict early in a project and address it quickly so the underlying relationship between team members can remain stable.

Communication Breakdowns And Misunderstandings. Communication breakdowns and misunderstandings are common reasons for team conflict. When team members fail to effectively communicate with one another, it can lead to confusion, frustration, and tension within the team. Misinterpretation of messages, lack of clarity in instructions, and poor listening skills can all contribute to communication breakdowns. Additionally, different communication styles and cultural backgrounds can further complicate interactions within a team. Misunderstandings and communication breakdowns are also common causes of conflict. When team members misunderstand each others intentions or fail to communicate their concerns, tensions can rise.

Tuckman's model is a classic for a reason—it gives us a playbook for understanding team dynamics. Pinpointing the conflict stage is crucial. It’s not just about spotting troubles but understanding their origin. Remember, insight drives strategy. Keep your analysis sharp and your interventions sharper.

Implement peer mentorship programs! Pairing individuals who have successfully progressed through stages can provide valuable insights and guidance, mitigating potential conflicts.

In my experience, a conversation about strengths (things which energise/excite us) and how these impact our thinking and behaviour is a much more positive, forward-looking conversation which creates greater openness, honesty and connection within the team. A deficit approach which emphasising conflict often results in more conflict.

5 basic strategies to handle conflicts: 1️⃣ Flight It can make sense to flee the conflict at first, so everyone's emotions can cool down. 2️⃣ Fight If this strategy helps you to align everyone on your team (e.g., to fight against a competitor), it might be useful. Otherwise, don't use it. 3️⃣ Drawback If the issue isn't important to you, you can easily give in since there's no reason to prevail yourself in that case. 4️⃣ Delegate If both parties are very stubborn, it might be useful to ask a mediator for advice and let him/her suggest a solution. 5️⃣ Consensus Finding a compromise requires the negotiation of multiple aspects you can grant the other party and vice versa. So, it's essential to combine this strategy with 3️⃣

Whenever listening to the teams' perspective on conflict, as a leader you must shift your thinking from "what is the problem" to "why is this problem getting in the way." This shift in mindset helps the team managing conflict internally as you coach your individual team members. When someone comes to you with a conflict within the team, focus not on the issue they are describing, but why are they struggling overcoming this issue. This will pose you to ask the questions to help them internally solve it, rather than you as a leader being the "hero" and solving it for them.