Original subtitles

‫As I'm sure you've seen before, conflict arises in teams due to several reasons personal differences,

‫ambiguity or confusion over roles and fulfillment of expectations, work pressure and stress, incomplete

‫or inaccurate information when any of these situations occur.

‫What do you do?

‫Let's take a look at how conflict develops and figure out how to break it down in an objective way so

‫you can keep emotions as low as possible.

‫A conflict situation will develop in four stages and once started, this conflict can turn into a recurring

‫cycle with stage four feeding back into stage one.

‫Stage one is frustration.

‫Stage two is reasoning.

‫Stage three is behavior and stage four is consequences, as a leader, you need to be able to recognize

‫the stages within your team and deal with them.

‫Remember, as a leader, how you deal with conflict may be seen as a defining moment in the relationship

‫with your team.

‫There are four types of response aggression, avoidance, compromise and collaboration.

‫The response you choose varies in every case and depends on the situation and the people involved.

‫Let's look at each of these four types of response in more depth.

‫Often our first reaction or response to conflict is aggression.

‫The danger with aggression is that it may deliver a short term gain by achieving an action state.

‫Right.

‫It feels good or at least you're doing something.

‫Unfortunately, over the long term, its usefulness declines and wears people out, makes tempers flare

‫and can escalate the conflict.

‫Ultimately, in most cases, aggression has a negative impact overall.

‫Another very common reaction to conflict is avoidance.

‫It's easy to just ignore and avoid dealing with conflict, especially if it seems to be minor with little

‫importance.

‫However, it just postpones the inevitable.

‫It can lead to increasing frustration the longer the conflict is ignored or not addressed and it does

‫not tackle the issue or the root cause, which may actually increase in both complexity and impact as

‫time goes on.

‫Compromise can be seen as an effective response to conflict in some situations, but you should not

‫rely on it too heavily or too frequently.

‫Compromise can be seen as a win lose situation because although a middle ground is reached, usually

‫the leader ends up giving something away and that can be taken as a sign of weakness.

‫And it may have a negative impact in the longer term.

‫As you become a more skilled and sophisticated leader, you respond with the collaboration approach.

‫Collaboration allows you to work towards a win win outcome for everyone involved or both sides buy into

‫the solution.

‫And long term relationships are improved.

‫Collaboration requires an open discussion of all the issues and concerns, exploration of alternative

‫solutions and honesty and commitment from all parties.

‫To be successful, collaboration must provide safety for participants because they need to be able to

‫surface concerns in a non-threatening way and think imaginatively.