How to Deal With Conflict In a Successful Way

Posted on Posted in Dale Roach

deal with conflict in your organizationHow to Deal With Conflict In a Successful Way

Many people do not want to deal with conflict in any fashion.

Some see clashes with other people as a failure to “keep the peace.”  This ideology (keeping the peace) is not necessarily productive for teamwork development.

Teams that suppress disagreements will most likely evolve into a stagnant organization with no life at all.

A strong team must decide upfront that they will not avoid disputes but will develop a strategy to address it.

“Conflict is inevitable, and it can be destructive or useful, depending on how the leader handles it.  Leaders create environments in which opportunity, honesty, and a kind of automatic mediation device exist.  Leaders do not avoid, repress, or deny conflict, but rather see it as an opportunity.  Once everyone has come to see it that way, they can exchange their combative posture for a creative stance, because they don’t feel threatened, they feel challenged.”1

The Character of Conflict

Conflict can have many definitions.

There is no doubt that opposing views or ideologies will exist in any organization.  It can also be said that this is a “clash” between differing opinions.  Many times these “clashes” can be explosive and volatile.  But contentions are necessary for the healthy growth of any teamwork.

“One of the best strategies for letting conflict work for you involves coming out of denial and coming to grips with the reality that challenges go with the territory of leadership.” 2

How Conflict in an Organization is Created

Conflict is a natural and healthy fight between diverse interests.  Sometimes a spat does not even appear to have a reason.  But there are reasons.

Conflict in any organization can be produced by –

  1. Change in the environment of a team.
  2. Personnel changes.  A new person(s) on the scene.
  3. The failure to communicate correctly.
  4. Financial issues.  This problem can deal with personal income or the finances of the organization.
  5. Personality clashes.
  6. Disagreements regarding the plans for the organization.
  7. Inability to appreciate differing opinions.
  8. Differences in “work philosophies.”

Most people do not go out seeking a fight.  There does seem to be a few rare individuals who thrive on it. However, most people do not.

Conflict in a Group Can Be Productive

Here is a fundamental principle that might be encouraging for anyone going through a dispute:

“All conflicts have some nugget of truth!”

Conflicting opinions have birthed many great decisions, wonderful inventions, new directions, and fresh ideas.  Therefore, as odd as it may sound, tension can be good for us.  We certainly do not want to make it something we are part of every day.

Conflict in any organization will stimulate the minds of those who are willing to open up to opposing ideas.  It can open up a new direction that can be refreshing and energizing.

The challenge in how to deal with conflict is not to allow the tension of disagreement to be the final result.

Dale Roach
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  1. Bennis, Warren. 1999. Managing People is Like Herding Cats.  Executive Excellence Publishing.
  2. McNeal, Reggie. 2000. A Work of the Heart.  San Francisco: Jossey-Bass Publishers.
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