Successful managers can effectively manage conflict. This ability is considered a core competency and is required of managers who want to grow and advance. Unfortunately, it is also one of the most difficult skills a manager can develop. The objective of this white paper is to illustrate team conflict symptoms and causes; to determine how to address team conflict using specific tools, skills, and processes; and to improve the ability of managers to build teams that can deal effectively with both healthy and unhealthy conflict | Global Knowledge Expert Reference Series ofWhite Papers Effectively Managing Team Conflict 1-800-COURSES Effectively Managing Team Conflict Barbara Bulleit BS BA MBA PMP Dealing with Conflict Successful managers can effectively manage conflict. This ability is considered a core competency and is required of managers who want to grow and advance. Unfortunately it is also one of the most difficult skills a manager can develop. The objective of this white paper is to illustrate team conflict symptoms and causes to determine how to address team conflict using specific tools skills and processes and to improve the ability of managers to build teams that can deal effectively with both healthy and unhealthy conflict. This paper is written from the point of view of a manager supervisor or team leader. Although written from this perspective team members or individual contributors can certainly benefit from reading this paper as well. When dealing with conflict there are four major questions that should be asked 1. What are the symptoms of team conflict 2. What causes team conflict 3. How do I address team conflict 4. What tools and aids can I use to help my team deal with conflict quickly and effectively Are the Symptoms of Team Conflict Conflict can be defined as a serious disagreement over needs or goals. For the purpose of this paper team conflict is defined as serious disagreements over needs or goals among team members. Conflict behaviors or symptoms of conflict include Not completing work on-time or to quality goals Not returning phone calls or e-mails Not responding to requests for information Hoarding information that should be shared Finger pointing Not attending required meetings Absenteeism Gossip Passive aggressive behavior Hostility Complaining Verbal abuse Filing grievances or lawsuits Physical violence The last two items filing grievances or lawsuits and physical violence require specialized and or legal help beyond the scope of
