What happens when a group of individuals with diverse backgrounds, thought processes, and skill sets come together to work as a team and deliver value? Do you think they all seamlessly gel and produce the best outcome without any frictions or conflicts? Nah! This may work well in a distant Utopian world, but in real life, it is rarely the case.
In this blog, I will discuss the conflicts that can arise in a team, the different stages of conflict development, the impact of conflict on individuals and the team, and some ways to address conflicts.
So, take a moment to sit back, relax, and read on!
Why do we have conflicts in a team ?
Conflict is inevitable in an Agile environment because team members come from different backgrounds, have different skills, may have different perspectives on how to approach the problem. It is the Scrum Master’s responsibility to manage this conflict and help the team find a solution matching project goals and objectives.
The Scrum Master should always be vigilant for signals emitted by the team that may indicate a conflict is brewing. Conflicts rarely occur out of the blue, and they typically evolve over time through various stages.
Stages of a Conflict
The five stages of conflict, as commonly recognized, are:
Latent Conflict: This stage refers to the presence of underlying issues or concerns within a team or between team members that have not yet surfaced or been expressed openly.
Perceived Conflict: In this stage, team members start to become aware of the conflict. It may be triggered by differences in opinions, values, or interests, and team members begin to perceive that there is a potential disagreement or tension.
Felt Conflict: At this stage, emotions and feelings associated with the conflict start to emerge. Team members may experience frustration, anger, or other strong emotions related to the conflict.
Manifest Conflict: In this stage, the conflict becomes evident and visible. It may be expressed through open disagreement, arguments, or disputes among team members. The conflict is now apparent and may impact team dynamics and performance.
Conflict Resolution: This is the stage where efforts are made to resolve the conflict. It may involve various techniques such as negotiation, problem-solving, mediation, or other conflict resolution strategies to find a resolution and restore harmony within the team.
It’s important to note that conflicts may not always progress through these stages in a linear fashion, and they can vary in intensity and duration. Skilled Scrum Masters can effectively identify and address conflicts at different stages to facilitate resolution and promote a healthy team environment.
How to address these Conflicts ?
As a conflict facilitator, the Scrum Master must remain neutral and impartial, working to find fair and equitable solutions for all stakeholders. They must be able to identify the root causes of conflict, listen actively to all stakeholders, and steer the team toward collaborative solutions.
By effectively resolving conflict, the Scrum Master can help improve team communication and work efficiency, increasing productivity and creating a better work environment.
Here are few techniques that a Scrum master can use to address the conflicts in a team. A Scrum master has to understand that these options are not mutually exclusive and sometimes might have to employ few of these or all of these.
Collaborative/Problem-Solving: This style involves working together with the other party to find a mutually acceptable solution. It focuses on open communication, active listening, and finding common ground through negotiation and compromise.
Compromising: This style involves finding a middle ground or reaching a compromise that partially satisfies both parties. It may involve each party giving up something in order to reach an agreement.
Avoiding: This style involves avoiding or ignoring the conflict altogether. It may be used when the issue at hand is not seen as significant or when emotions are too high to engage in constructive conflict resolution.
Accommodating: This style involves giving in or yielding to the other party’s needs or desires. It may be used when maintaining harmony and preserving relationships is more important than achieving a specific outcome.
Competitive/Assertive: This style involves asserting one’s own needs, desires, or perspective over the other party’s. It may involve confrontation, asserting authority, or using power to win the conflict.
Mediating: This style involves using a neutral third party to facilitate communication and negotiation between the conflicting parties. The mediator helps guide the process and facilitates a resolution without imposing their own solution.
It’s important to note that different conflict resolution styles may be more effective in different situations, and individuals may naturally gravitate towards one or a combination of styles based on their personality, communication skills, and the nature of the conflict.
Effective conflict resolution often involves being flexible and adapting one’s approach based on the specific circumstances and desired outcomes.
Now, you might be wondering if conflicts are always bad and need to be addressed immediately. However, that’s not always the case. Conflicts can sometimes have a positive impact as well.
Are Conflicts inherently bad ?
Conflicts themselves are not inherently good or bad. Conflict is a natural part of human interaction and can arise from differences in opinions, values, needs, or interests. Conflicts can be positive or negative, depending on how they are managed and resolved.
Positive aspects of conflicts:
Stimulate growth and creativity: Conflicts can lead to new ideas, perspectives, and solutions. When different viewpoints are shared and discussed, it can foster creativity and innovation, leading to improved outcomes and problem-solving.
Improve relationships: When conflicts are addressed and resolved in a constructive manner, it can strengthen relationships by building trust, respect, and understanding among team members. It provides an opportunity for individuals to express their thoughts and feelings, leading to deeper connections and better collaboration.
Enhance learning and personal development: Conflicts can provide opportunities for personal growth and development. By navigating conflicts, individuals can learn new skills, such as communication, negotiation, and conflict resolution, which can be valuable in various aspects of life.
Negative aspects of conflicts:
Impede productivity and teamwork: Unresolved conflicts can create tension, stress, and distraction, leading to reduced productivity and team cohesion. It can create a negative work environment and hinder effective teamwork and collaboration.
Damage relationships and morale: When conflicts escalate or are not managed properly, they can damage relationships, create animosity, and lower morale among team members. It can lead to feelings of frustration, anger, and resentment, which can have long-term negative effects on team dynamics and performance.
Impact well-being and health: Prolonged or intense conflicts can take a toll on individuals’ well-being and health. It can cause stress, anxiety, and emotional distress, leading to negative impacts on mental and physical health.
In summary, conflicts are not inherently good or bad, but how they are managed and resolved can determine their impact. Constructive conflict resolution approaches, such as open communication, active listening, collaboration, and finding win-win solutions, can help turn conflicts into opportunities for growth and positive outcomes.
I hope this post has provided you with a clear understanding of the conflicts that can arise in a team, the different stages of conflict, and some techniques to address them.
If you have ever been a part of such a team, I encourage you to share your experiences in the comment section.
Here is your host Harsha signing off from this post. I will be back soon with a new blog post. Stay tuned for more updates. In the meantime, don’t forget to like, comment, and share this blog post.
Till then, cheers!
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