How do you assess the root causes of team conflict?
Team conflict is inevitable, but it can also be productive if managed well. However, before you can resolve any disagreement or tension among your team members, you need to understand the root causes of the conflict. Here are some steps you can take to assess the sources of team conflict and prepare a team conflict management plan.
The first step is to recognize the signs of team conflict, such as poor communication, low morale, increased absenteeism, reduced collaboration, or decreased performance. These symptoms indicate that there is something wrong with the team dynamics and that you need to intervene as soon as possible. You can use various methods to identify the symptoms, such as observing the team behavior, soliciting feedback, conducting surveys, or reviewing team data.
The next step is to analyze the situation and determine the factors that contribute to the team conflict. You can use a framework such as the Thomas-Kilmann Conflict Mode Instrument (TKI) to categorize the conflict into five types: competing, collaborating, compromising, avoiding, or accommodating. Each type has its own advantages and disadvantages, depending on the situation and the goals of the parties involved. You can also use a tool such as the Conflict Dynamics Profile (CDP) to assess the frequency and intensity of the conflict behaviors and the impact on the team outcomes.
The third step is to understand the perspectives and interests of each team member involved in the conflict. You can use techniques such as active listening, empathy, open-ended questions, or reframing to elicit the underlying needs, values, emotions, or assumptions of each party. You can also use a model such as the Circle of Conflict (COC) to identify the six common sources of conflict: data, interests, relationships, values, structure, or process. By understanding the perspectives, you can gain insight into the motivations and expectations of each team member and how they perceive the conflict.
The fourth step is to find the root causes of the conflict by digging deeper into the sources and factors that you have identified. You can use methods such as the Five Whys, the Fishbone Diagram, or the Pareto Chart to trace the cause-and-effect relationships and prioritize the most critical issues. You can also use a matrix such as the Interest-Based Relational Approach (IBRA) to map the positions, interests, and needs of each party and find the common ground or the shared goals. By finding the root causes, you can address the core problems and avoid superficial solutions.
The fifth step is to generate solutions that can resolve the conflict and improve the team performance. You can use techniques such as brainstorming, mind mapping, or affinity diagramming to generate a list of possible ideas and solutions. You can also use criteria such as feasibility, acceptability, suitability, or sustainability to evaluate and rank the solutions. You can then present the solutions to the team and seek feedback, input, or agreement.
The final step is to implement and monitor the chosen solution and measure the results. You can use tools such as action plans, timelines, or checklists to outline the steps, responsibilities, and resources required to implement the solution. You can also use indicators such as metrics, milestones, or feedback to monitor the progress and outcomes of the solution. You can then review and adjust the solution as needed and celebrate the achievements and learnings.
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