Managing Conflicts During Change Initiatives

Let me share a story from early in my career, which I often reflect on when facing disagreements at work. It was during a team meeting at my first serious job, and I found myself in disagreement with a proposal put forward by a senior leader. The stakes felt high, and the room was tense. Here’s how I navigated the situation: 1. Seeking Clarification: Instead of jumping in with a “that won’t work,” I paused and said, “I see the direction we’re heading, but could you help me understand how we arrived at this approach?” This opened up the floor for the manager to explain their reasoning, and it gave me valuable insights into their thought process. Sometimes, understanding the ‘why’ can change your ‘no’ to a ‘maybe’ or even a ‘yes.’ 2. Expressing Experience: Once I had a clearer picture, I shared my perspective—not as a direct opposition but as an insight. “From what I’ve seen in previous projects, we might encounter some challenges with this strategy. For instance, last year we tried something similar, and we had to pivot because…” Sharing from my experience, rather than imposing my views, made the conversation more about learning from the past rather than confronting the present. 3. Finding Common Ground: Before diving into my reservations, I acknowledged the merits of the proposal. “I agree that targeting this demographic is a smart move, and I see how this strategy aligns with our goals. However, I’m concerned about the scalability based on last year’s metrics.” This not only showed my support for parts of the plan but also softened the introduction to my concerns, facilitating a more receptive discussion. Why This Matters: That day, I learned that disagreeing doesn’t have to be about conflict. It’s about fostering richer discussions that can lead to better decisions. By seeking to understand before being understood, sharing experiences, and finding common ground, we turn potential conflicts into opportunities for growth. It positions us as thoughtful contributors, valued for helping navigate complex decisions. 🔥 Pro Tip: Keep your tone positive and aim to build, not break. It’s about progressing together towards the best outcomes for everyone involved. 👥 Over to You: Have you found certain approaches more effective? #LeadershipSkills #ProfessionalGrowth #WorkplaceCommunication #Teamwork

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?