Managing Relationship Conflict and the Effectiveness of Work Teams
Getting your team to gel and synergize can be very challenging. There can be unproductive conflict between members. Some may dominate meetings, others withhold their views. How do you move toward creating high performance teams? We’ll explore 3 tactics, their pros and cons, and determine which is your best approach. Then, when you are faced with managing relationship conflict and the effectiveness of organizational teams, you will have a good start on what to do.
You head up an R & D team for a software development firm. Each Monday morning, you gather your seven direct reports together to go over the status of projects in the pipeline.
Your team members represent a mix of behaviors. It seems like the group is constantly arguing over solutions — not necessarily productive arguments, but stalemates that can result in gridlock.
I Don’t Want to Speak
Ironically, the second problem is a lack of participation by some members. They tend to let the boisterous members prevail, even though the reticent ones are equally capable people.
How Do You Encourage Member Participation and Productive Conflict?
These problems cannot be allowed to continue, since R & D is the source of most of the company’s direction. Business will suffer, and your position could be on the line if your group can’t function more productively. How should you deal with managing relationship conflict and the effectiveness of organizational teams?