Get your team to stop fighting and start working

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Roberto de Paula Lico Junior

Get your Team to Stop Fighting and Start Working

Introduction ,[object Object],[object Object],[object Object],[object Object]

Introduction ,[object Object]

Important Questions ,[object Object],[object Object],[object Object]

Conflict - Aspects ,[object Object],[object Object]

Conflict - Important ,[object Object],[object Object],[object Object],[object Object]

Conflict - Tips Stop Disputes Before They Happen ,[object Object],[object Object]

Conflict - Tips Learn How and When to Interfere ,[object Object],[object Object]

Conflict - Tips Intervene Early ,[object Object],[object Object],[object Object]

Conflict - Tips Focus on Team Norms ,[object Object],[object Object]

Conflict - Tips Identify a Shared Agreement ,[object Object],[object Object],[object Object],[object Object]

Conflict - Tips Moving on After a Disagreement ,[object Object],[object Object],[object Object],[object Object]

Conflict Principles to Remember ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Three ways to handle project team conflict, and when each works best Following good conflict-management procedures can have a highly positive effect on your project: - You’ll be able to reduce the disruptive effects of interpersonal conflict, making members willing to participate on the team. - At the same time, you’ll allow the task-related conflict that comes from productive differences of opinion – differences that can help you come up with better solutions.

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Interview Two Explain your approach to maintaining high standards and improving poor performance in a team. I think the key is to hone in one the strengths and weaknesses of the team. See what works for each member and play to those things. As a group, working together may be a hard task, but is an essential key to completion of the main goal of the group. Communication is another major component of improving performance. On both levels, it is important everyone respectfully acknowledges corrective criticism. How do you deal with difficult customers? With difficult customers it is important that you listen to understand and not listen to respond. An angry or irate customer does not like too much back and forth conversation without much action. Be apologetic for the circumstances beyond your control do what you can within your level of ability and IF you can go the extra mile, it is important to do so. We have all been on the other side, so it is important to view every situation from the standpoint and ask, what would I have wanted to be done for myself? Research Question What is the impact of leadership style on employee's job satisfaction? Team conflict management/ Team Communication Resolving Team Conflict · Prepare for Resolution · Acknowledge the conflict · Discuss the impact · Agree to a cooperative process · Agree to communicate Understand the Situation · Clarify positions · List facts, assumptions and beliefs underlying each position · Analyze in smaller groups · Convene back as a team · Reach Agreement Team Communication · Cohesiveness · Sharing · Professional Development When a team is having conflict you have to acknowledge the issue in order to resolve the problem; by acknowledging the issue you will be able discuss the impact that the conflict is having on the group. Everyone in the group should agree to cooperate with finding a solution to end the conflict in order to get the group’s mission accomplished. In order for the process to work everyone will need to keep the line of communication open, with an open line of communication the team will need to come to an understanding of what the conflict is about. Everyone will not have the same perspective, so everyone should at least respect and acknowledge each of the team members’ opinions. Take everyone’s input and list facts, assumptions and beliefs underlying each position; once this is broken down go into smaller groups and analyze and dissect each position presented. By considering the facts, assumptions, beliefs and decision making that lead to other people's positions, the group will gain a better understanding of those positions. After the group dialogue, each side is likely to be much closer to reaching agreement. Now that all parties understand the others' positions, the team must decide what decision or course of action to take. With the facts and assumptions considered, it's easier to see the best action to take and reach an agreement. After reaching an agreem.

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After reviewing the five different types of Conflict Management Styles give an example of when you have experienced one of the styles within a group. How did it make you feel? What was your attitude towards the leader? What would you have done differently as a team member? Avoiding: very little interest in the group or the goals, little interest in collaboration and not interested in negotiating. Sometimes called the "ostrich with its head in the sand" Accommodating style: results in maximum cooperation but usually is the result of low self-interest and minimal realization. Competitive style: a style that could occur that would lead to little or no results for the team or anyone involved. Compromising style: occurs between groups, team members or organizations. Negotiation skills are to be used to try to create results and communication. Collaborative style: this style maximizes everyone personal interest and communications. ADDTIONAL Support Info: Most teams will have some type of conflict during the duration that the team is in place. The conflict can take place within the group as a whole or between specific team members. The conflict may be a small disagreement or a screaming match or team members walking out on the project. No matter what level of conflict occurs strategies need to be in place to manage the individuals and/or team. Dealing with Conflict Research indicates that there are two dimensions when dealing with conflict cooperativeness and assertiveness. Cooperativeness means that an individual/team member concerns are higher for others/team members than themselves and assertiveness deals with individuals that are focused only on themselves. Within the dimensions there are five approaches that include the following: Collaborating - assertive and cooperative, looking for a win-win situation. Competing - assertive and uncooperative, also called dominating Accommodating - unassertive and cooperative, also called obliging Avoiding - unassertive and uncooperative, also called inaction or the ignoring style Compromising - mid-range on both assertiveness and cooperativeness Team members will approach conflict from one of the dimensions. Leaders can provide training to team members so they recognize and deal with different team members approaches and solve conflict without the leader's intervention. If the team cannot resolve a conflict leadership must step in and decide what action/s that needs to be taken. Remember, most individuals on a team want to avoid conflict and may settle on issues when they don't fully agree. This will have a long term effect on the team and individuals and if not resolved the goals created will not be as effective for the organization as it could be. Leaders Dealing with Team Conflict Leading a team can be difficult at times due to conflicts within the team or between team members. Your ability to be able to analyze team conflicts and/or team individual conflicts will be invaluable to your succ.

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