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Train Trainers on Team Building to Manage Three Responses to Conflicts

Guest post by: Paul Anderson

Article Overview: In recent years there has been a significant increase in team collaboration and team work. Many of the projects in companies are now carried out with small teams and running teams smoothly has become a critical part of corporate life. Unfortunately, because teams are more collaborative, teams can create conflicts. This article explores the nature of these conflicts.

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Train Trainers on Team Building to Manage Three Responses to Conflicts

In recent years there has been a significant increase in team collaboration and team work. Many of the projects in companies are now carried out with small teams and running teams smoothly has become a critical part of corporate life. Unfortunately, because teams are more collaborative, teams can create conflicts. This article explores the nature of these conflicts.

Research carried out on 1000s of companies show that there are mainly three types of responses given to conflicts which are not particularly effective. These are as follows:

Ignoring or Avoiding Conflicts

One of the most common responses to conflict among team members is that they simply act as if the conflict does not exist. They think that if they leave the conflict, it will just die out on its own.

The problem is that conflict can be contagious. So if it not confronted, it can easily spread to others and before you know you will have chaos.

The biggest problem with this approach of managing teams is that it creates an environment of passivity. People no longer care to get involved which over time comes to destroy the team as a whole.

This mentality also leads to avoiding difficult decisions. Rather than have an effective, creative and flexible team you end up with a committee of people concerned more with their own survival than solving problems and moving forward. The team becomes defensive and rather leader-dependant. Eventually, a vicious cycle emerges where team members mistrust others and feel they have been taken advantage of and look forward to retaliate. Before you know, the team will be gone.

Coming to an Agreement

Sometimes, in order to solve a conflict, the parties try to come to some sort of an agreement. If the agreement is not a sound solution to the underlying problem, it is likely that the conflict will emerge again later on. Re-emerged problems can prove to be much more difficult to solve.

Hence, solving problems just to get rid of a conflict is not a long term solution.

Political Negotiation

A third choice is when team members don’t ignore the problem, or come to a quick agreement, they then follow protracted negotiation tactics and office politics to solve the problem. Common tactics include favouritism, information denial and manipulation. Naturally, none of these come to help the team come closer or increase bonding.

There are several problems with this kind of approach:

The end result of this approach is that the flexibility and creativity of the team is lost and the team breaks.

A team leader must be fully aware of the above approaches of leadership and teambuilding so he can take steps to avoid them.

A balanced approach to conflict management is the best way forward for ideal team building. A great way to allows teams practice over these issues in to provide team building training and conflict management training. Companies can also use team building training materials and conflict management training materials to prepare custom courses for their specific teams. See training resources provided below for more details.

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Article Tags: conflict management, corporate training, leadership training resources, management skills, soft skills courseware, Team building, trainer resources, training and development, training materials, training the trainer, training workbooks

About the Author: Paul Anderson
RSS for Paul's articles - Visit Paul's website

Paul Anderson is a training consultant who has years of experience in the training industry. He provides training for training agencies and businesses. He is based in a UK company that provides Training Materials on soft skills and productivity used by training industry to enhance training delivery. Train the Trainer Training Materials helps trainers to deliver better courses.

Click here to visit Paul's website
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