Is Your Leadership Team Fighting? You Should Be.
In the realm of teamwork, conflict is often seen as a disruptor, a force that hinders progress and cohesion. Research and practice however suggests that not all conflict is detrimental, and in fact, can be crucial to the success of a team if the conflict is handled constructively. This is productive conflict.
Productive conflict is an open exchange of different or opposed ideas. In this type of conflict, the parties seek to find a solution that would satisfy everyone involved, feeling respected and safe to express themselves.
Productive conflict may provoke fresh thoughts and unveil opportunities that otherwise would not be noticed. The combination of different ideas and knowledge possessed by multiple people helps us see a subject from a new perspective.
Benefits of productive conflict
Studies have shown that a certain level of disagreement within teams can spur innovative thinking. Research by Charlan Nemeth, a professor of psychology at the University of California, Berkeley, found that groups exposed to dissenting opinions generate more original ideas than those who engage in polite agreement. Indeed, productive conflict encourages team members to consider alternative perspectives, leading to a more diverse range of ideas and solutions.
Healthy conflict can also strengthen the bonds among team members. Research has shown that when conflict is brought to the surface and approached constructively, it builds trust among team members as they learn that disagreements can be navigated respectfully and productively.
Take a team that is struggling with an “elephant in the room”, something or someone that is frustrating the team, but because the team is trying to keep harmony and not create any sort of conflict, remains undiscussed. It will be hard for the team to truly move forward on its goals if that issue is not resolved. It is likely to enhance frustration and degrade the relationship the team members have with each other. Conversely, it is intentionally discussed in a solution-oriented manner, it can create a collective sigh of relief from team members and a feeling of safety in bringing up future conflicts.
Lastly and perhaps most importantly, productive conflict inhibits groupthink, a phenomenon where a desire for harmony or conformity within a group leads to poor decision-making. Differing opinions force team members to critically evaluate their assumptions and avoid the pitfalls of overconfidence, ultimately leading to more robust and thoughtful outcomes.
How to foster productive conflict within your teams
Set an intention and team norms
The leader(s) of the team are most Important to set an intention and norms from the team. We have seen leaders do this most effectively by stating in plainspeak their intention to bring up controversial or divisive issue and to welcome conflict on the team. It is also the leader’s job to reinforce this intention by asking probing questions in a group discussion, even if it may put someone on the spot or even make them defensive. If done in the right way, these questions and prods will lead to a lively and impactful discussion.
Focus on higher level purpose and goals
Conflict in teams is most effective when the team has a clear understanding of the higher level purpose of that work, whether it be to increase sales, make operational efficiencies, or build a talent pipeline. If the team can agree on a purpose and goal, it will be easier to find a common point of understanding or solution.
Encourage devil’s advocacy
It is often helpful for team’s to play devil’s advocate or “red shirt” a discussion. At the beginning of an important discussion, the leader decides who on the team should put on the “red shirt”, and actively push on all the things that might go wrong with taking a particular route or making a certain strategic decision.
Training on conflict management skills
There are a number of important skills that make it easier to have difficult conversations. Learning how to frame the problems, actively listen, use a shared goal as a starting point, find areas of common agreement and problem solve will help individual team members feel more comfortable having productive conflict conversations.
Use a facilitator
Sometimes teams need an external, impartial facilitator to make the conversations easier. Finding a team alignment specialist to ask the right questions and make sure every team member’s voice is heard can often be the starting point for teams struggling with productive conflict.
Encouraging productive conflict within your team is a nuanced process that involves an intentional approach. By implementing the practical strategies we have outlined above, you can foster an environment where conflict becomes a catalyst for healthy decision making, innovation and growth, and ultimately to stronger, more resilient teams.
