Definition of Conflict

Conflict is merely a matter or individuals or groups having different perspectives on a matter. Sorry, conflict is inevitable on a teamyou just have to accept that fact. The opposite of conflict is not peace and harmony, but rather apathy. When people care about what they are working on, they speak out. Thus, there are some potential advantages of having at least some conflict on a team. Conflict generates energy and often is a prerequisite for change. People may talk about problems, but until they generate some felt need to change, typically nothing happens. Conflict often provides the felt need. It can motivate people to actually do something about the situation. Conflict between a team and those outside the team usually results in team cohesion. Members of the team often put aside their differences and unite to face the challenge. As a kid, you may have fought regularly with your brothers or sisters; but when a kid down the block picked on one of them, you may have found you and your siblings uniting as a family unit. Finally, it should be noted that conflict helps a team get beyond the overly polite stage that typically exists when a team forms. Conflict, if handled well, produces more realistic discussions and decisions within the team.

Of course, there are obvious potential disadvantages of conflict as well. Conflict can polarize a group and result in the use of political tactics rather than rational problem solving. Individuals want to know whose side you are on. Subgroups of team members meet before the meetings and arrange who will say what and who will support whom. This makes a mockery of the team meeting and may discourage genuine dialogue between the parties involved. Trusting the "other side" becomes difficult. Conflict also disrupts productive activity. We spend our time arguing over issues rather than getting our work done. Finally, it should be noted that many people are uncomfortable with conflict. Sometimes an individual will revel in the role of devil 's advocate, but that generally does not result in warm-and-fuzzy feelings all around. Sometimes people who may possess the information crucial for reaching a higher-quality decision simply clam up instead of standing up to their more aggressive teammates. They just don't want to fight for airtime.

Conflict should be seen as inevitable and neither inherently good nor bad for the team. The key is how conflict situations are handled. As leader, you have the opportunity to help a team navigate these rougher waters. You can be the X-factor that makes a difference. You don't have to settle issues for people, only help the team settle on a process to resolve them. If no one steps up to bring some order to deal with the matters of conflict, a power vacuum emerges. Power vacuums encourage more competition and conflict. Unless the energy of the group is channeled toward resolving the issues, you can expect a divided membership and people scrambling to cover their behinds. What can you do to help the members choose a path to unite and move forward? Let's make sure we have an understanding of the different causes of conflict and then look at options.