How do you maintain team motivation when conflict arises?

Conflict is inevitable in any team, especially when working on challenging projects, deadlines, or goals. However, conflict can also undermine team motivation, performance, and morale if not handled properly. How do you maintain team motivation when conflict arises? Here are some tips to help you manage conflict and keep your team engaged and productive.

1 Identify the source of conflict

The first step to resolving conflict is to understand what is causing it. Is it a personality clash, a communication breakdown, a disagreement over roles or expectations, or a difference in values or opinions? By identifying the source of conflict, you can address the root cause and not just the symptoms. You can also avoid making assumptions or judgments that might escalate the situation. To identify the source of conflict, you can use tools such as surveys, interviews, feedback sessions, or conflict resolution models.

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Priti Menezes

Accredited Career Counselor | Student Advisor | Admissions Specialist | Office Support | Guiding Career Growth and Operational Efficiency
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Maintaining team motivation during conflicts requires proactive and constructive approaches. Address conflicts promptly in a safe, open environment, focusing on active listening, problem-solving, and defining shared goals. Encourage team members to collaborate on solutions, emphasising their roles and responsibilities. Utilise mediation or conflict resolution training if necessary. Recognise and celebrate progress and emphasise the growth potential of conflicts. Organise team-building activities and continuously communicate progress to maintain trust. By addressing conflicts constructively, teams can emerge stronger, more motivated, and better equipped to handle future challenges.

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2 Listen and empathize

The second step to resolving conflict is to listen and empathize with the different perspectives and emotions of the parties involved. Listening and empathizing does not mean agreeing or taking sides, but rather acknowledging and validating the feelings and views of others. By listening and empathizing, you can show respect, build trust, and reduce defensiveness. You can also gain a deeper understanding of the problem and the needs and interests of the parties. To listen and empathize, you can use skills such as active listening, paraphrasing, reflecting, summarizing, and asking open-ended questions.

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Richard Nero

Microsoft Excel MVP | Finance Systems Consultant | Excel Trainer | Power Platform Pro | Event Organiser
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Imago dialogue is a simple yet powerful technique that focuses on making sure the the sender feels heard. There are a number of key sentence stems but effectively the process is as follows: Mirror - No critique, no analysis Summarise - Recap what you heard Validate - "You make sense because.." Empathy - "I can imagine you might feel.." Do not go to solutionising or adding your opinion. Just allow the sender to feel heard and that is half the battle won. This can be applied at work, with friends or family.

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3 Communicate and collaborate

The third step to resolving conflict is to communicate and collaborate with the parties involved to find a mutually acceptable solution. Communicating and collaborating does not mean compromising or imposing, but rather exploring options and alternatives that can satisfy the needs and interests of all parties. By communicating and collaborating, you can foster creativity, innovation, and learning. You can also enhance team cohesion, alignment, and commitment. To communicate and collaborate, you can use techniques such as brainstorming, problem-solving, negotiation, mediation, or consensus-building.

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4 Celebrate and learn

The fourth step to resolving conflict is to celebrate and learn from the outcome and the process. Celebrating and learning does not mean ignoring or forgetting, but rather recognizing and appreciating the efforts and achievements of the parties involved. By celebrating and learning, you can boost team motivation, confidence, and satisfaction. You can also identify strengths, weaknesses, opportunities, and threats for future improvement. To celebrate and learn, you can use methods such as feedback, recognition, rewards, debriefing, or action planning.

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5 Prevent and minimize

The fifth step to resolving conflict is to prevent and minimize the occurrence and impact of future conflicts. Preventing and minimizing does not mean avoiding or suppressing, but rather anticipating and addressing potential sources of conflict before they escalate. By preventing and minimizing, you can reduce team stress, frustration, and resentment. You can also improve team efficiency, effectiveness, and quality. To prevent and minimize, you can use strategies such as setting clear goals, roles, and expectations, establishing norms and rules, providing training and coaching, or creating a positive team culture.

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6 Maintain team motivation

The sixth step to resolving conflict is to maintain team motivation throughout the conflict resolution process. Maintaining team motivation does not mean ignoring or dismissing the negative effects of conflict, but rather balancing them with the positive effects of conflict. By maintaining team motivation, you can help your team overcome challenges, achieve goals, and grow as a team. You can also inspire your team to perform at their best and enjoy their work. To maintain team motivation, you can use practices such as setting SMART goals, providing feedback and recognition, empowering and delegating, or fostering fun and camaraderie.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Gladstone Samuel

Qualified Independent Director | ESG Practitioner | PMP®
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I have learned the hard way that leaving someone out of an email communication, making an casual remark, or speaking over people in a meeting are all bound to create conflict . It is surprising to know that misunderstanding often starts with small disagreements that escalate rapidly. So, if you identify a conflict, avoid leaving it to team members or other teams to resolve – instead, act! This move demonstrates that you treat conflict seriously and won't condone potentially destructive attitude. The catalyst behind this approach is being proactive.

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How do you maintain team motivation when conflict arises?

1

2

3

4

5

6

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1 Identify the source of conflict

2 Listen and empathize

3 Communicate and collaborate

4 Celebrate and learn

5 Prevent and minimize

6 Maintain team motivation

7 Here’s what else to consider

Team Motivation

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How do you maintain team motivation when conflict arises?

1

2

3

4

5

6

7

1 Identify the source of conflict

2 Listen and empathize

3 Communicate and collaborate

4 Celebrate and learn

5 Prevent and minimize

6 Maintain team motivation

7 Here’s what else to consider

Team Motivation

Rate this article

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