Conflict Resolution in Organizational Development

Applying Cummings & Worley Group Diagnostic Model #OrganizationalDevelopment #TeamDynamics #PharmaIndustry #Leadership #ChangeManagement Scenario Background: A mid-sized pharmaceutical company has been experiencing declining productivity and increasing conflict within its research and development (R&D) teams. The leadership suspects that ineffective team dynamics and poor alignment of goals might be contributing factors. To address these issues, How L & D professional can utilize the Group Level Diagnostic Model, which focuses on diagnosing and improving group effectiveness within an organization. Step 1: Entry and Contracting: Objective: Establish a clear understanding of the project scope, objectives, and mutual expectations with the R&D teams. Actions: Conduct initial meetings with team leaders to discuss the perceived issues and desired outcomes. Step 2: Data Collection Objective: Gather information to understand current team dynamics, processes, and challenges. Actions: Distribute surveys and conduct interviews to collect data on team communication, collaboration, role clarity, and decision-making processes. Observe team meetings and workflows to identify misalignments and potential areas of conflict. Use assessment tools to measure team cohesion, trust levels, and satisfaction among team members. Step 3: Data Analysis Objective: Analyze the collected data to identify patterns, root causes of dysfunction, and areas for intervention. Actions: Compile and analyze survey results and interview transcripts to identify common themes and discrepancies. Map out communication flows and decision-making processes that highlight bottlenecks or conflict points. Assess the alignment between team goals and organizational objectives. Step 4: Feedback and Planning Objective: Share findings with the teams and plan interventions to address the identified issues. Actions: Conduct feedback sessions with each team to discuss the findings and implications. Facilitate workshops where teams can engage in problem-solving and planning to improve their processes and interactions. Develop action plans that include specific, measurable, achievable, relevant, and time-bound (SMART) objectives to enhance team performance. Step 5: Intervention Objective: Implement interventions aimed at improving team dynamics and effectiveness. Actions: Initiate team-building activities that focus on trust-building and role clarification. Provide training sessions on conflict resolution, effective communication, and collaborative problem-solving. Realign team goals with organizational objectives through strategic planning sessions. Step 6: Evaluation and Sustaining Change Objective: Assess the effectiveness of interventions and ensure sustainable improvements. Actions:Conduct follow-up assessments to measure changes in team performance and dynamics. Hold regular meetings to discuss progress and any ongoing issues. Adjust interventions as necessary based on feedback and new data.

Here are 10 principles on conflict resolution that I have picked up on as an Ombuds for the past 3 years. Sharing them today on National Ombuds Day. Many I’ve also learned from practicing law for over 30 years and as a leader in law firms, corporations, and in the Navy. 1️⃣ Address conflict early. Problems rarely get better with time. Conflict is not like fine wine. It doesn’t age well. It festers over time. 2️⃣ Handle tough issues in person with face-to-face conversations or by the phone, not by email or IM. Unless you’re saying “I’m really sorry,” or “I’ll give you a call,” avoid email for conflict resolution. 3️⃣ Assume the other party’s intentions are positive. Start by giving others the benefit of the doubt. Don’t assume everyone is purposely and intentionally against you. 4️⃣ Focus forward. Acknowledge the past and learn from it, but look to the future and let bygones be bygones. You’ll sleep better. 5️⃣ Listen first. Let the other person speak without interruption. 6️⃣ Stick to facts and data. Avoid rumors, innuendo, assumptions, and scuttlebutt. 7️⃣ Separate emotion from the issue. Address the problem, don’t criticize the person. And bring solutions. 8️⃣ Agree on ground rules and next steps. Find common ground and build on areas of consensus and agreement. 9️⃣ Be patient. Some conflicts take time to resolve, perhaps weeks or even months. Don’t give up. 🔟 Bring in a neutral when needed. An Ombuds or mediator can confidentially help when you’re stuck. Unresolved conflict drains workplace performance and morale. It can destroy families. Early, in-person resolution builds trust, restores relationships, and accelerates performance. It also makes the workplace and home a much better place for everyone.

As I continue exploring what makes high-performing teams tick, I've covered key topics like group dynamics, trust, cohesiveness, and psychological capital. In this post, I want to dive deeper into a crucial aspect of team dynamics: conflict. Conflict is inevitable in any team, even in high-performing ones. However, the difference lies in how these teams handle it. They don't shy away from conflict; instead, they have established rules of engagement and cultural practices for navigating it effectively. They embrace conflict, using it as a tool for growth and innovation—often with the support of a skilled facilitator. Here are some common types of conflict that can arise in the workplace: Conflict in Vision: Example: Disagreement over the company's long-term direction. Impact: Misaligned vision can fragment efforts and lower morale. Resolution: Facilitate discussions to align on a shared vision and involve all stakeholders in the vision-setting process. Conflict in Goals: Example: Differing objectives between departments. Impact: Can create competition rather than collaboration, leading to inefficiencies. Resolution: Establish clear, unified goals and ensure they are communicated across the organization. Conflict in Communication Styles: Example: Misinterpretations due to different communication preferences. Impact: Misunderstandings can escalate into larger conflicts. Resolution: Promote awareness of diverse communication styles and encourage adaptive communication techniques. Conflict in Values: Example: Clashes over ethical decisions or cultural values. Impact: Can lead to deep-seated animosity and ethical dilemmas. Resolution: Create a values-based culture and ensure organizational policies reflect shared values. Conflict in Resource Allocation: Example: Competing demands for limited resources. Impact: Can result in feelings of unfairness and hinder project progress. Resolution: Implement transparent and fair resource allocation processes. Conflict in Roles and Responsibilities: Example: Overlapping or unclear job roles. Impact: Can cause confusion, redundancy, or gaps in task completion. Resolution: Clearly define roles and responsibilities, and regularly review them to avoid overlap. Conflict in Work Styles: Example: Differing approaches to completing tasks or managing time. Impact: Can cause friction and reduce team cohesion. Resolution: Encourage flexibility and understanding of diverse work styles, and find common ground. Conflict in Power Dynamics: Example: Power struggles between employees or teams. Impact: Can lead to a toxic work environment and hinder collaboration. Resolution: Foster a culture of mutual respect and equitable power distribution. What other types of conflict have you encountered in teams? How did you resolve them? Share your thoughts and experiences in the comments! #teambuilding #communicationskills #peopleskills

✨ The Power of Conflict: Why Impactful Leaders See It as a Growth Opportunity ♨️ Conflict gets a bad reputation. Most of us see it as something to avoid—a source of stress, distraction, or division. But, conflict is a valuable opportunity for growth when handled the right way. ➡️ Why Conflict Can Strengthen Teams Conflict isn't a problem—it's a signal that important issues are surfacing. Healthy conflict can push us to question assumptions, challenge each other, and find better ways. ➡️ The Cultural Dimension Company cultures, can develop strong orientations toward conflict avoidance, manifested differently across organizations. In some companies challenging conversations are wrapped in "the feedback sandwich”. Other organizations might emphasize consensus to avoid any direct confrontation over decisions. I've seen how these can slow innovation, mask serious problems, and create "organizational debt" - unresolved issues that compound over time. I remind my clients that the goal is to develop what I call "constructive discomfort" - the ability to engage in necessary difficult conversations while preserving relationships and respect. For example, I worked with a leadership team where two executives disagreed sharply about the future of a key business line. The conflict was uncomfortable, but it forced the team to confront hard truths they'd been avoiding. By leaning into the disagreement, they found a solution, and they built trust, clarified priorities, and became an aligned leadership team. ➡️ Turning Conflict into a Growth Opportunity 1.Embrace Discomfort- Instead of trying to smooth over disagreements, get curious about them. Conflict often means your team is grappling with something that matters. 2.Focus on the Root Cause- Avoid getting stuck on personalities, emotions, or individual traits. Instead, dig deeper to uncover the underlying issues. Ask questions like, “What’s really driving this disagreement?” and “What shared goals might we be overlooking?” 3. Shift Your Language- Reframe conflict as an opportunity to align on solutions. Instead of saying, “We can’t do that because…,” try, “How might we address this concern and still achieve our goal?” This opens the door to collaboration rather than division. 4.Create Space for Constructive Debate- Make it clear that disagreement is welcome when it’s constructive. Set aside time in meetings for open discussions where team members can challenge assumptions, explore solutions, and express diverse perspectives in a structured way. ➡️ Your Role as a Leader As a leader, your job isn’t to avoid or smooth conflict—but it is to guide it toward clarity and solutions. When conflict is handled well, it builds resilience, surfaces new ideas, and fosters trust. ✨ How do you handle conflict within your team? Do you see it as a challenge to overcome or an opportunity to evolve? Share your insights in the comments! #Leadership #TeamDevelopment #ConflictResolution #GrowthMindset #Coaching

Effective Disagreement Resolution Among Leaders! In the dynamic landscape of leadership, disagreements are inevitable. How leaders navigate and resolve these differences can define team dynamics and organizational progress. This article delves into strategies for effectively addressing disagreements among leaders. 1. Open and Respectful Communication: Healthy disagreement starts with open and respectful communication. Leaders should create an environment where differing opinions are welcomed and listened to without judgment. 2. Seek Common Ground: Leaders should focus on areas of agreement before addressing differences. Identifying shared goals or values can provide a foundation for constructive discussions. 3. Active Listening: Leaders must actively listen to each other, valuing diverse viewpoints. This fosters understanding and prevents misunderstandings that can escalate conflicts. 4. Embrace Constructive Conflict: Conflict isn't inherently negative. When approached constructively, it can lead to innovative solutions and improved decision-making. 5. Private Discussions: Sensitive disagreements are best addressed privately. Leaders should maintain professionalism and avoid creating unnecessary tension in front of their teams. 6. Define Clear Objectives: In disagreement resolution, leaders should define the objectives of the discussion. This clarity prevents conversations from veering off track and focuses on finding solutions. 7. Collaborative Problem-Solving: Leaders should view disagreements as opportunities for collaborative problem-solving. By brainstorming together, creative solutions can emerge. 8. Separate Issues from Personalities: Disagreements should focus on ideas and solutions, not personal attributes. Leaders must detach emotions from the discourse. 9. Consider Third-Party Mediation: In complex disagreements, third-party mediation can offer an unbiased perspective and facilitate effective resolution. 10. Document Agreements: After reaching a resolution, leaders should document the agreed-upon solution and action steps. This provides a reference point and promotes accountability. Disagreement resolution among leaders is an essential aspect of effective leadership. By fostering open communication, seeking common ground, and embracing constructive conflict, leaders can transform disagreements into catalysts for growth, innovation, and stronger collaboration. #LeadWithSimmone #LeadershipLife #LeadersLessons

Managing conflict in my team is never easy but it's part of the job. Handling conflict within my team is a task that comes with its set of challenges, but it's essential for keeping the team functional and happy. Here's how I typically go about running a team meeting to address conflict: 1. Recognizing the Source: First, I identify what's causing the conflict. Before we even sit down for a meeting, I pinpoint what's causing the issue by talking to everyone involved. This usually involves speaking privately with the team members involved to understand their viewpoints. 2. Establish Objectives: Before calling the meeting, I define what we aim to achieve. Is it conflict resolution, finding a middle ground, or simply airing out grievances? Knowing the objective helps structure the conversation. 3. Set Guidelines: I establish ground rules for the meeting to ensure a safe space. This includes allowing everyone to speak without interruption and keeping the conversation respectful and on-point. 4. Facilitate Dialogue: During the meeting, I act as a facilitator rather than a dictator. I guide the conversation, ensure everyone has a say, and keep the discussion focused on the issue, not personal attacks. 5. Reach an Agreement: Once everyone has had their say, we work towards a solution. This is usually a compromise that may not satisfy everyone entirely but serves the greater good of the team. 6. Action Plan: We end the meeting by laying out an action plan, defining who will do what, by when, to resolve the issue. 7. Follow-Up: A few days to a week after the meeting, I follow up with the individuals involved and the team as a whole to ensure that the action items are being implemented and to see if the conflict has been resolved or reduced. By approaching conflict with a structured, open dialogue, and a focus on resolution, I find we can often turn what could be a divisive issue into an opportunity for team growth. "The best way to resolve conflicts is facing them, not avoiding them." Have a Positive, Productive and Safe Day! #TeamConflict #ConflictResolution #Leadership #TeamGrowth #EffectiveCommunication

"Five Dysfunctions of a Team" model is one of the most widely read and respected frameworks for understanding and improving team performance, and his work has been used by organizations around the world to create high-functioning teams. Five Dysfunctions of a Team At the heart are five dysfunctions that can prevent teams from achieving their full potential: Absence of Trust: Team members are afraid to be vulnerable and open with each other, and they hold back their true thoughts and feelings. How to address this dysfunction: * Build trust by encouraging open communication, sharing personal stories, and giving and receiving feedback. Fear of Conflict: Team members avoid addressing problems directly and settle for superficial harmony. How to address this dysfunction: Encourage conflict by establishing norms for disagreement, listening to each other without interruption, and focusing on the issue at hand rather than attacking each other personally. Lack of Commitment: Team members are not fully invested in the team's goals and are unwilling to take ownership of their responsibilities. How to address this dysfunction: * Create a shared vision for the future, set clear goals, and hold regular check-ins to track progress. Avoidance of Accountability: Team members avoid holding each other accountable for their actions, and they allow poor performance to go unaddressed. How to address this dysfunction: * Provide regular feedback, set clear consequences for poor performance, and reward team members for their contributions. Inattention to Results: Team members focus on their own individual goals, rather than the team's overall success. How to address this dysfunction: * Set team-based goals, celebrate team successes, and reward team members for achieving those goals. Conflict Resolution Approach Address the first dysfunction, absence of trust, is the key to overcoming the other four. When team members feel comfortable being vulnerable and open with each other, they are more likely to engage in healthy conflict, commit to shared goals, hold each other accountable, and focus on results. Create a safe space for conflict: Team members need to feel comfortable expressing their opinions and disagreements without fear of judgment or retaliation. Focus on the issue, not the person: When addressing conflict, it is important to focus on the problem at hand, rather than attacking individuals. Listen actively and empathetically: The goal of conflict resolution is to find a solution that is in the best interests of the team, not to prove that one person is right and the other is wrong. Be willing to compromise: Conflict is often about finding a middle ground that meets the needs of all parties involved. Follow through on commitments: Once a solution has been reached, it is important to follow through on commitments and hold each other accountable. #ConflictResolution #TeamLeadership #FiveDysfunctionsOfATeam #OrganizationalHealth #HighPerformanceTeams

Recently, I had the opportunity to delve into the complexities of managing conflicts and maintaining integrity in the workplace. The leadership session I attended, offered as part of my Texas McCombs School of Business MBA program, was an eye-opener in understanding the various dimensions of conflict in organizational settings. Key takeaways: Conflict Nature: Understanding that conflict arises from interconnected parties with perceived incompatible goals, it's essential to acknowledge its natural occurrence in collaborative environments. Types of Conflict: We explored different types of conflicts - task, process, and relationship. Each type has its unique impact on team dynamics and productivity. Conflict Resolution: The session emphasized managing ourselves, conversations, and relationships as pivotal strategies to mitigate value-based conflicts. Self-reflection, open communication, and building trust are crucial. Values vs. Organizational Goals: A critical insight was the tension that arises when personal values clash with organizational goals or others' values, leading to emotional responses and potential threats. Strategies for Resolution: We discussed practical methods to navigate these conflicts, like reframing situations, exploring alternative viewpoints, and fostering an environment of mutual trust and understanding. The session reinforced the importance of ethical management and the role of integrity in conflict resolution. It's not just about finding immediate solutions but about fostering a culture where diverse ideas and values coexist harmoniously. What are your thoughts on managing conflicts with integrity? #leadershipdevelopment #conflictresolution #workplaceethics #teamleadership #integritymatters

I’ve spent many years helping teams navigate conflict, miscommunication, and cultural disconnection in their workplaces. What I’ve learned is this: Conflict isn’t the problem. Avoidance is. And far too often, organizations use policies, compliance training, and investigations to “solve” harm—but never actually restore trust. In my first article of a new series, I share: ✅ Why traditional HR tools fall short ✅ What restorative practices look like in action ✅ A real case from a government legal office where structured dialogue transformed a struggling culture This work is personal. It’s also strategic. Teams thrive when people feel safe to speak—and stay. If you're leading a team, managing change, or just wondering how to rebuild connection after conflict, this is for you. Take a few minutes to read, reflect, and if it resonates—reach out. I’d love to support your team. #RestorativeLeadership #WorkplaceCulture #OrganizationalHealing #TrustAtWork #AdairConsulting #ConflictResolution #LeadershipDevelopment #HumanCenteredWork