It doesn’t take a Ph.D. to figure out some groups of people perform better than others. Not only do high-performing teams produce better results, but their team members have a sense of meaning, belonging, and achievement. There have been many great studies about what makes a team successful, but maybe none better than Google’s two-year study called Project Aristotle. Google’s research team found that the best teams were effective because they worked well together, regardless of who was on them. The five characteristics of enhanced groups include; Psychological Safety, Dependability, Structure and Clarity, Meaning, and Impact. The most essential of the five was psychological safety. All psychological safety means is when team members feel safe to take risks and be vulnerable in front of each other. Bad leaders and teams are void of this crucial element because they look at being vulnerable, taking risks, and speaking up as negative instead of positive. It’s precisely why they never meet their potential and achieve their biggest goals. The best leaders and teams embrace constructive conflict. What’s interesting about psychological safety is that it’s impossible to achieve unless the leader and team members embrace the idea of constructive conflict. Three Types of Team ConflictConflict, by definition, is an escalation of a disagreement between two parties. It comes from the Latin word “Con” meaning together, and “Fligere” meaning to strike. While the definition is simple, what I have found coaching and working with leaders and teams for over a decade is there are three types of conflict: What Leaders and Teams Can Do to Have Constructive ConflictBoth high-performing teams and great leaders realize the only way to successfully have constructive conflict is for every team member to work toward a shared goal. The moment a team loses sight of the shared goal is the moment constructive conflict begins to fade away. The moment a team loses sight of the shared goal is the moment constructive conflict begins to fade away. Take a small startup working in the eCommerce industry, as an example. The eight-person team was in a feverous debate (in Slack of all places) about their branding and modifying their company logo. In just a few slack messages, the discussion heated up, and each team member was passionately communicating the reasons for their particular position. As the conflict began to rise, it started to get a little personal, so I sent a short reminder message: Conflict on a team can be good! As long as we can remember, we want the same outcomes. Kudos to this high-performing team because they quickly pivoted from deconstructive conflict to constructive conflict by reminding each other of their shared goal and passion for the mission they were on together. Relish the Conflict, But Stay Kind and CuriousWhile some people’s personalities lend themselves to avoid conflict and others run towards it, a common desire is to be treated well in a disagreement. In Mareo McCracken’s new book, Really Care for Them, he wrote, “Nobody likes to be told to be quiet, or to be calm, to shut up.” Not only is he right, but it’s also an essential part of constructive conflict. Being kind and recognizing that each person is a human with feelings is easy to forget in the heat of the moment. Great leaders recognize this and speak the truth, but they do it with empathy and humility. Great leaders speak the truth, but they do it with empathy and humility. As hard as it might be, putting yourself in someone else’s shoes and communicating the truth is what the best leaders do. They recognize they aren’t above someone else, and there will be times where they will be the one who needs truth spoken into their life, so leaving their ego out is required. They rely heavily on the trust they have earned with their team in the small daily acts, so people will let them say hard things. How to Embrace Constructive Conflict as a LeaderIf you lead a team, you might think this sounds good, but there is no way this type of constructive conflict will work on my team. Instead of assuming it won’t, try to embrace the following:
ClosingWhen you invite constructive conflict into your team and relationships, they will get better. The only question that remains is will you be the kind of leader who does it? In the comments, please tell me how you invite constructive conflict on your team or organization. Effective Communication for Leaders Ready to improve your communication skills? Register for the virtual workshop. Free Downloadable Coaching Cheatsheet There is nothing easy about coaching. So we put together a list of eight of the best coaching questions to help you. Download it for free here. About the Author John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.
|
||
Know someone who might be interested in this newsletter? Share it with them. |
What Bad Leaders and Teams Get Wrong About Conflict
Business Support • Online • In Print • In Person
- November 2024
- October 2024
- September 2024
- August 2024
- July 2024
- June 2024
- May 2024
- April 2024
- March 2024
- February 2024
- January 2024
- December 2023
- November 2023
- October 2023
- September 2023
- August 2023
- July 2023
- June 2023
- May 2023
- April 2023
- March 2023
- February 2023
- January 2023
- December 2022
- November 2022
- October 2022
- September 2022
- August 2022
- July 2022
- June 2022
- May 2022
- April 2022
- March 2022
- February 2022
- January 2022
- December 2021
- November 2021
- October 2021
- September 2021
- August 2021
- July 2021
- June 2021
- May 2021
- April 2021
- March 2021
- February 2021
- January 2021
- December 2020
- November 2020
- October 2020
- September 2020
- August 2020
- July 2020
- June 2020
- May 2020
- April 2020
- March 2020
- February 2020
- January 2020
- July 2019
- June 2019
- May 2019
- February 2019
- July 2018
- May 2018
- March 2018