In any team, conflict is bound to happen. When you put together people with different viewpoints, communication styles, and goals, it’s only natural that friction will come up now and then.
Although conflict might feel like a roadblock, it’s actually a powerful chance for growth and collaboration – if handled well. Think of conflict as any tension between individuals or groups that stems from real or perceived differences. But here’s the thing – not all conflict is bad. For example, a 2017 study in the Annual Review of Organizational Psychology and Organizational Behavior by researchers De Dreu and Beersma found that conflict within teams can spark critical thinking and get team members to question assumptions, leading to fresher, more creative solutions. This approach shifts the focus from seeing conflict as purely negative to recognizing its potential as actually a tool for organizational growth and innovation.
Constructive conflict emerges when the root cause is tied to an organizational structure, allowing teams to identify and address any process issues to keep things running smoothly. On the flip side, when conflict becomes personal, it can quickly turn toxic. Leaders and team members can’t afford to ignore personal conflicts, as they can create a negative atmosphere that drags down morale and, eventually, productivity.
Conflicts can spring from many sources, including values, interpersonal dynamics, resources, strategic priorities, and communication styles.
One of the U.S. Army’s Leadership Development guides dives into these domains, showing how conflict affects team unity and mission effectiveness in any organization. Let’s look at three common types of disagreements, including what usually causes them, warning signs, and possible ways to resolve them.
Information Conflict
This happens when people lack necessary details, receive inaccurate information, interpret things differently, or disagree on which information matters most. Imagine a project where team members are briefed on different parts but aren’t given the whole picture – resulting in duplicate work and frustration. Poor communication often leads to this, and if leaders don’t share information openly, it’s almost guaranteed.
- Common Causes: Leaders may have limited prep time, don’t know about knowledge gaps within the team, or struggle to tailor their message to fit the team’s experience, language, or culture. In some cases, leaders may lack a complete grasp of the subject themselves.
- When It’s a Problem: Messages become inconsistent or confusing, technical language isn’t simplified, topics are either too broad or too narrow for the audience, information is shared with select individuals only, and there’s not enough follow-up to confirm understanding.
- Resolutions: Clearly express ideas, confirm the audience understands, emphasize goals and how team members might shift priorities, pick the best communication method (e.g., face-to-face for complex issues, written for detailed instructions, or digital for quick updates), and make sure everyone stays informed.
Task Conflict
This type of conflict is about differences in goals or tasks. Early on, task conflict can be a good thing, pushing the team to think critically about the assignment and any unspoken goals. But left unchecked, it can lead to “analysis paralysis,” where the team gets stuck overthinking and struggles to move forward.
- Common Causes: The task might come from a reactive workplace approach, the goal may not be clearly defined, leaders or team members may put off planning, or everyone procrastinates on the task’s first steps.
- When It’s a Problem: The team operates “in the moment” without planning, has trouble spotting roadblocks that could delay the task, lacks a clear action plan, or delegates work without checking the effect on other priorities.
- Resolutions: Break the work into small, manageable steps, outline the timeline and complexity, set clear and measurable objectives, explain the “why” behind the task, and avoid micromanagement by giving support without over-directing.
Relationship (Personal) Conflict
This kind of conflict often comes from personality clashes or interpersonal differences. Emotions play a big role here, and sometimes the parties involved may not even want to resolve it! Because it’s personal, it can escalate quickly, so it’s crucial for leaders to foster mutual respect and open communication.
- Common Causes: People may focus on personal needs rather than a middle ground, avoid conflict out of discomfort, struggle to find shared goals, take things personally, or lose sight of finding solutions.
- When It’s a Problem: Team members ignore each other’s priorities, use extreme methods to solve conflicts, isolate individuals or push personal agendas, avoid compromise, or jump to conclusions about others’ intentions.
- Resolutions: Identify both individual and group needs, view conflict as a chance to foster shared understanding, help others see the issue from different perspectives, encourage collaboration on solutions that meet everyone’s needs, and build consensus by ensuring everyone feels heard.
When conflict arises – and it will – it gives teams a choice: use it to strengthen the group or let it divide. Setting ground rules for dealing with conflict early ensures everyone knows how to navigate it productively. While ignoring conflict might seem tempting, it often allows issues to grow and affect team dynamics. Plus, resolving conflict isn’t just the leader’s job. When disagreements arise, team members should step up, have honest conversations, and address things directly. Facing conflict requires courage, vulnerability, and skill, but it can also build respect, trust, and a resilient team. Managed well, conflict becomes a powerful tool for growth and innovation across any organization.
Going back to De Dreu and Beersma’s 2017 findings, their study further suggests practical steps for organizations and leaders such as encouraging open communication, training within organizations about conflict resolution, setting clear expectations for teams and individuals on how and when to resolve conflicts, and creating an environment that encourages open dialogue, trust, and mutual respect. With these strategies in place, teams can transform conflict from a potential barrier into a steppingstone toward stronger collaboration and success.
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