How to Navigate Your Team through Major Conflicts


Effectively completing a specific project for your business can present a variety of problems when it comes to great teamwork. You as the team leader must facilitate and navigate your team through the ups and downs which will inevitably interfere with great team cohesion.

For teams to achieve the goal of a project, everybody must be on the same accord. When individual team players are resistant to the tasks or strategies used to complete the project, chaos can emerge if the leader doesn’t step in and establish rules and regulations.

For example, suppose a team player constantly complains about the way the project is being implemented. He or she constantly whispers about the boss and others who are loyal to the process initiated. You see that everyone else is beginning to feel annoyed, or others have also started voicing their opposition to the project’s operation.

Taking Measures

Most likely the person who starts the cycle of the complaint is an individual who doesn’t like the team leader or a person who just doesn’t get along with others in general.

You as a leader can take one of two measures: you can just freeze up and allow chaos to spread throughout the group, or you can confront this individual and attempt to resolve the problem in a professional manner.

Handling the Conflict

Establish a meeting with accused  employee.  Ask this individual if there is anything you or anyone else in the organization has done to offend him or her.  Many times your employees may be angry because you didn’t give them a raise, bonus, or you didn’t promote them when they thought they had done enough to earn a promotion.

If this is the case, apologize and offer advice on improving areas in which you think the individual is weak.  Give him some tips to increase his chances for receiving a bonus or getting a promotion next time.

If the reason for the employee’s attitude is due to another team player, you must address both individuals so that you can get to the bottom of the problem. At first, it is wise to talk to one person at a time for the sake of reducing conflict, and then after the atmosphere has cooled down, you can bring both individuals to the table to help resolve the problem.

Establish Agreement between all Parties

Ask both individuals if they are ready and willing to resolve their issue against one another. If they are in agreement to a resolution, then do everything in your power to help them achieve it.  For example, if one employee believes that she is doing more than her fair share of work while the other person is spending time sitting around and talking to others, you must encourage and professionally demand equality in the workflow.

It takes courage to be an effective team leader.

Make and Enforce Warnings

To avoid further interruptions in the progress of the project, you must give a warning to one or both employees, depending on the situation.  They must be reminded of the rules and regulations expected by all people in the organization.  After two warning, a leader must have the resolve to release an employee from his or her duties.

Working as a cohesive team is an important factor in any organization if success is going to be achieved. Never lose sight of your role as a leader: to navigate your team through conflictual issues which will undoubtedly arise.





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