Conflict Resolution Scenarios in Project Management

Dan and Todd? They used to be best friends. But things got messy, and now they can't stand each other. Dan's ready to move on, but Todd? Not so much. Problem is, they work on the same team you manage, and now Dan's knocking on your door, hoping you'll step in and fix things. Sure, you could tell them, "Just avoid each other and carry on." Sounds easy, right? Why make two people who aren't friends anymore work together if they don't want to? But here's the catch: avoiding this issue might be an easy short-term fix, but it's not a long-term solution that actually works. In most workplaces, people can't just steer clear of each other, especially if they need to interact on the daily. So instead of hoping it all blows over, try these steps to get Dan and Todd back on the same page professionally—even if the friendship ship has sailed. Step 1: Acknowledge the drama, privately. Don't cross your fingers and hope they'll magically "work it out." Have a quick, private chat with each of them to figure out what's going on. Listening to them (without playing favorites) shows them you're taking this seriously. Step 2: Shift the focus to work goals. The end game? You want them thinking about work, not their personal beef. Remind them that the team has goals, and their collaboration matters for everyone's success (including their own). Step 3: Set some ground rules. Lay down clear expectations for communication, respect, and behavior. They don't have to be besties, but they do need to keep it professional and act with respect. That way, everyone's on the same page. Step 4: If it's still tense, bring in a mediator. Sometimes a neutral third party can get things out in the open, defuse the tension, and help them both refocus on moving forward. Step 5: Keep an eye on things. Conflict resolution is never a "one and done." Check in now and then to make sure they're meeting expectations and catching any new issues early. Bonus step: Document everything. Keep records of your conversations and any actions taken. If Todd's behavior begins to impact the team or work quality, documentation will support any future action you might need to take. Bottom line: Telling them to avoid each other sounds easy, but it's not sustainable. By helping them work through this professionally, you're building a culture of respect and collaboration—and a stronger team all around.

85% of employees encounter workplace conflicts, but most leaders avoid addressing them. This used to be one of my weaknesses too, till I learnt the Thomas Kilmann Conflict Model. This categorizes all forms of conflict resolution into five distinct strategies, based on a balance between assertiveness and cooperation. Here are the 5 strategies it teaches you, and when to use each: 1. Competing You push your agenda with authority or strong arguments. It’s great for quick decisions but might strain relationships. Example: A project manager insists on a specific vendor, though the team doesn't like working with them, leading to resentment but meeting tight deadlines. 2. Accommodating You put others’ needs first to keep the peace. Best for when harmony matters more than the issue itself. Example: A team leader agrees to extend a colleague’s project deadline, even if it delays their own work, to maintain team morale. 3. Avoiding Sidestepping conflict altogether, ignoring the problem for the time being. This can be helpful when the issue is minor, but often leads to unresolved tensions. Example: An employee is unhappy with a project they’re assigned, but it’s only for 2 months, so they avoid raising concerns. 4. Collaborating You and the other party work together, investing time and resources to find a solution that satisfies everyone. Perfect for complex problems. Example: Two team leads work together to split resources between projects, ensuring both teams meet their goals without sacrificing quality. 5. Compromising You both give up something to reach an agreement. It’s a middle ground between competing and accommodating. Example: Two managers agree to split the budget increase, each getting half of what they initially wanted to support their projects. - The Thomas-Kilmann Model isn’t just a theory - it’s a practical tool you can apply daily. Consciously finding the right type of conflict handling style to use is a game changer for leaders - and will lead to a stronger team. #companyculture #leadership #strategies

At Amazon, two of my top engineers had a shouting match that ended in tears. This could be a sign of a toxic workplace or a sign of passion and motivation. Whether it becomes toxic or not all comes down to how management deals with conflict. In order to deal with conflict in your team, it is first essential to understand it. A Harvard study has identified that there are 4 types of conflict that are common in teams: 1. The Boxing Match: Two people within a team disagree 2. The Solo Dissenter: Conflict surrounds one individual 3. Warring Factions: Two subgroups within a team disagree 4. The Blame Game: The whole team is in disagreement My engineers shouting at each other is an example of the boxing match. They were both passionate and dedicated to the project, but their visions were different. This type of passion is a great driver for a healthy team, but if the conflict were to escalate it could quickly become toxic and counterproductive. In order to de-escalate the shouting, I brought them into a private mediation. This is where one of the engineers started to cry because he was so passionate about his vision for the project. The important elements of managing this conflict in a healthy and productive way were: 1) Giving space for each of the engineers to explain their vision 2) Mediating their discussion so that they could arrive at a productive conclusion 3) Not killing either of their passion by making them feel unheard or misunderstood Ultimately, we were able to arrive at a productive path forward with both engineers feeling heard and respected. They both continued to be top performers. In today’s newsletter, I go more deeply into how to address “Boxing Match” conflicts as both a manager and an IC. I also explain how to identify and address the other 3 common types of team conflict. You can read the newsletter here https://lnkd.in/gXYr9T3r Readers- How have you seen team member conflict handled well in your careers?

Scrum Master: How would you manage team conflict? Conflict is inevitable. Staying stuck is optional. Ever found yourself in the middle of a heated conversation during a Sprint Retrospective or a planning session? You’re not alone. Conflict is a sign that people care but without the right approach, it can derail progress fast. Here’s a 5-Step Conflict Resolution Framework from Harry Karydes I’ve used (and coached teams on) to turn tension into TRUST 1. Identify the Root Cause ↳ Get beyond surface-level complaints. ↳ Ask open-ended questions: “What’s really bothering you?” ↳ Separate symptoms from the real issue. 2. Acknowledge & Validate Perspectives ↳ Let each person speak without interruptions. ↳ Reflect back what you heard: “What I hear you saying is…” ↳ Validate emotions, even if you don’t agree. 3. Focus on Solutions, Not Blame ↳ Shift from “Who’s at fault?” to “What’s the best way forward?” ↳ Brainstorm options together. ↳ Align solutions with team goals. 4. Create a Clear Action Plan ↳ Define who does what by when. ↳ Set measurable steps and accountability. ↳ Write it down; verbal agreements fade. 5. Reinforce the Resolution ↳ Follow up: “Is the solution working?” ↳ Address lingering issues early. ↳ Celebrate progress to rebuild trust. Pro Tip: The BEST Scrum Masters and Agile Coaches don’t avoid conflict. They facilitate healthy resolution that strengthens the team. What’s your go-to approach when conflict surfaces in your team? Drop your thoughts or tips in the comments!

𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁𝘀? 𝗙𝗶𝘅 𝗧𝗵𝗲𝗺 𝗕𝗲𝗳𝗼𝗿𝗲 𝗧𝗵𝗲𝘆 𝗕𝗿𝗲𝗮𝗸 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺!   Workplace conflicts 𝗱𝗼𝗻’𝘁 𝗳𝗶𝘅 𝘁𝗵𝗲𝗺𝘀𝗲𝗹𝘃𝗲𝘀. Ignoring them can damage 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆, 𝗺𝗼𝗿𝗮𝗹𝗲, 𝗮𝗻𝗱 𝘁𝗿𝘂𝘀𝘁.   That’s exactly what was happening to Daniel.   Here’s how Daniel (A Client of mine) turned a workplace conflict into a leadership win.   𝗗𝗮𝗻𝗶𝗲𝗹, 𝗮 𝗦𝗲𝗻𝗶𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗮𝘁 𝗮 𝗙𝗼𝗿𝘁𝘂𝗻𝗲 𝟱𝟬𝟬 𝗖𝗼𝗺𝗽𝗮𝗻𝘆   Daniel leads a 𝗵𝗶𝗴𝗵-𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝘁𝗲𝗮𝗺— but something felt off.   Two of his best employees, 𝗠𝗶𝗸𝗲 𝗮𝗻𝗱 𝗦𝗮𝗿𝗮𝗵, had stopped talking to each other.   • They avoided eye contact in meetings.    • They sent passive-aggressive emails instead of having quick chats.    • They blamed each other when a project deadline was missed.   At first, Daniel thought, “𝗧𝗵𝗲𝘆’𝗹𝗹 𝗳𝗶𝗴𝘂𝗿𝗲 𝗶𝘁 𝗼𝘂𝘁.”   But weeks passed. The tension only 𝗴𝗼𝘁 𝘄𝗼𝗿𝘀𝗲.   • The team felt the stress. • Productivity dropped. • Collaboration fell apart.   Daniel knew he had to 𝘀𝘁𝗲𝗽 𝗶𝗻.   𝗕𝘂𝘁 𝗵𝗼𝘄?   That’s when he applied the 𝟳-𝗦𝘁𝗲𝗽 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 𝗵𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝗶𝗻 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴.   ✅ WHO is involved?   He called Mike and Sarah for a private discussion. He made sure both felt heard.   ✅ WHAT is the problem?   Turns out, the real issue was miscommunication. Sarah thought Mike was withholding information. Mike thought Sarah wasn’t following up properly.   ✅ WHEN did it start?   A small misunderstanding from a month ago had snowballed into resentment.   ✅ WHERE is it happening?   Most of their conversations happened over email, where tone was often misinterpreted.   ✅ WHY is it still a problem?   Neither of them tried to clarify things earlier. They assumed the other person was being difficult.   ✅ WHICH factors made it worse?   Tight deadlines and stress made both more defensive. Lack of direct communication allowed the issue to grow.   ✅ HOW did Daniel fix it?   He got Mike and Sarah to talk face-to-face instead of relying on email.   He implemented weekly check-ins to ensure they aligned better.   He encouraged team-wide transparency to prevent similar issues in the future.   🎯 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁?   Within a week, the tension was gone.   Sarah and Mike started collaborating again, and team performance bounced back.   𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗹𝗲𝘀𝘀𝗼𝗻:   ➡ Conflicts don’t solve themselves. Great leaders step in early, ask the right questions, create lasting solutions.   If you’re a leader handling team conflicts, here’s a framework that can help.   Check out the infographic below to learn how to use it! 👇   𝗣.𝗦.   📩 Want a step-by-step plan for handling workplace conflicts?   Send me a DM, and let’s build a conflict-proof strategy for your team.   💬 What’s the toughest team conflict you’ve handled? Drop it in the comments! 👇   #peakimpactmentorship #growth #leadership