Addressing Team Conflicts

When I find myself at odds with Sales, it's often because we seem to be working toward different goals: Product builds long-term value, while Sales needs to close deals right now. How to fix this? The traditional advice of "just align goals" or "Sales should sell what Product already built"… ...has not worked for me. No wonder, really. Just put yourself into the sale's shoes. 👉 If they don't sell, you don't get to keep your users and... job 👉 They will not follow the product goals, their manager doesn't care 👉 They need to make the sales, sometimes with "whatever it takes" push 👉 Very often they are closer to users and best understand what they need You need to be in alignment and support one another. Here’s what has worked for me: 1) Regular comms I proactively share roadmaps and priorities with Sales so they understand why we’re building what we’re building. The weekly or biweekly catch-up also helps me understand what would help them sell and what the leads are asking for. A shiny product won't be appreciated if no one uses it. 2) Speak their language. Instead of saying “This feature doesn’t fit our vision,” I explain it in terms of revenue impact, customer retention, and chances to get someone to extend the contract. things Sales actually cares about. Of course, you can't say to everything being asked for. But if there are conflicting priorities, coordinate with mutual managers to determine the high-level best choice. You are working together for the success of the product, not against one another! 3) Make them part of the process. I don’t just collect feedback from Sales; I involve them in discovery calls, workshops, brainstorms, beta programs, and prioritization discussions. When they feel heard, they’re more likely to back the Product’s decisions. Hopefully, this will lead to fewer misunderstandings. 4) Voice structural issues If your manager wants you to focus on long-term vision and sales are told to sell, sell, sell, NOW, then the company is like a giant with two heads. Make sure that this situation is transparent to everyone. If no one speaks up, nothing will change. This process works because it shifts the dynamic from conflict to collaboration. Sales stops seeing Product as a blocker, and Product gets invaluable insights from the front lines. Win-win. As Steve Jobs said: “Great things in business are never done by one person; they’re done by a team of people.” Are you a team with your sales department? Sound off in the comments! #productmanagement #productmanager #sales P.S. To become a Product Manager who can create products that sell, be sure to check out my courses on www. drbartpm. com :) P.S. Also, if you want to take your product global with great, manual translations, check out my patron, Alconost :)

Navigating Team Conflicts In team dynamics, some level of conflict is inevitable—even healthy. However, understanding the nature of the conflict can help leaders manage and resolve it more effectively. Here are four common conflict patterns and strategies for handling them: 1. The Solo Dissenter This conflict arises when one individual disagrees with the rest of the team. Whether due to personal differences or a challenge to the status quo, isolating or scapegoating this person is counterproductive. Instead, leaders should engage in one-on-one conversations to better understand their perspective and address any underlying concerns. Open communication can transform a dissenter into a valuable source of alternative viewpoints and broader system awareness. 2. The Boxing Match This frequent form of conflict involves a disagreement between two team members. If the issue stems from a personal relationship, external coaching may be helpful. However, if it’s task-related, the disagreement may benefit the team by introducing diverse ideas—provided the discussion remains civil. Leaders should avoid intervening prematurely, as genuine task-based disagreements often lead to more innovative solutions. 3. Warring Factions When two subgroups within the team oppose each other, an "us versus them" mentality can develop. This type of conflict is more complex, and solutions like voting or majority rule rarely resolve the issue. Leaders should introduce new options or third-way alternatives, encouraging both sides to broaden their thinking and find a compromise that addresses the core needs of both groups. 4. The Blame Game This challenging conflict involves the entire team, often triggered by poor performance. Assigning blame worsens the situation and creates more division. A more effective approach is to refocus the team on collective goals and explore strategies for improvement. Shifting the conversation from blame to team purpose and collective problem-solving can unite the group around a shared vision. By recognizing these conflict patterns and applying the right strategies, leaders can guide their teams through disagreements, fostering a more cohesive and productive environment.

Ever dreamed of being in a nice and harmonious team? It might be your biggest nightmare. Clients have approached me to find out how they can stop people from being too nice! In many Asian cultures, interdependence and harmony are highly valued. Teams often prioritize agreeableness and cohesion. This creates a supportive work environment. It also leads to challenges like groupthink and innovation stagnation. Problems are not found out early enough. People drag their feet raising critical problems. Agreeable individuals are typically - cooperative - empathetic - prioritize positive relationships. They can result in an avoidance of conflict. Especially if they are unskilled in conversation. This prevents teams from engaging in productive debates essential for innovation and problem-solving. Most people also misunderstand conflict. It does not mean taking out weapons and killing one another. It merely means anything that might be uncomfortable. Even an extravert speaking with an introvert can create some discomfort. One must be willing to hold the space to such interactions. They force you to reconsider long-held (possibly outdated) mental models. Here is the "Harmony Challenge": 🔸 Avoidance of Conflict The avoidance style of conflict management is often associated with increased employee turnover and dissatisfaction. 🔸 Groupthink High levels of agreeableness can lead to groupthink, where consensus often creates inefficiency and poor decision making. 🔸 Reduced Innovation Without conflict to challenge ideas, teams may struggle to innovate or adapt to changing environments So, how do we find the right balance between harmony and constructive conflict? ✅ Encourage Constructive Conflict Training team members in constructive conflict resolution skills can help them engage in healthy debates without damaging relationships. ✅ Diverse Team Composition: Including team members with varying levels of agreeableness can introduce different perspectives and reduce the risk of groupthink. ✅ Leadership Interventions Leaders can foster an environment where dissenting opinions that make sense are valued, and seen as opportunities rather than threats to harmony. If you have too agreeable a team, you will need to build their conversational intelligence in order to balance respectful dissent within your team. I have written about this previously in my LinkedIn Newsletter on Bulletproof Leadership, which I am happy to leave open to critique. https://lnkd.in/gCKNeG3i Meanwhile, as an organizational psychologist, I'm engaging with forward thinking organizational leaders who see the need to grow this new muscle in a time where many wellbeing initiatives seem to only enhance harmony without the subtle balance. Reach out - I'll be happy to share my views in a coffee conversation!

Effective conflict improves results Best performing teams don't avoid disagreements—they transform them. While coaching a technology company's leadership team, I intervened and coached them to handle a challenging product launch delay that threatened an important client relationship. Rather than pointing fingers, they are to apply these three specific behaviors that high-performing teams consistently embody: 1. Embrace differences When the sales team and development team had opposing views on timeline feasibility, they deliberately explored both perspectives. This uncovered a creative phased delivery approach that actually better met the client's core needs. 2. Pause before reacting During tense moments, team members took brief pauses before responding to challenging information. This simple practice reduced emotional reactions and kept discussions productive, ultimately cutting their decision-making time by 20%. 3. Ask "How can we solve this together?" This reframing question shifted everyone from defensive positions to collaborative problem-solving. The result was a revised project plan that not only satisfied the client but created an opportunity to expand the initial scope. The outcome? They retained the client relationship, completed the project on the revised timeline, and increased the contract value by 15% through additional services identified during their collaborative problem-solving. More importantly, they established a sustainable approach to conflict that continues to benefit their sales process and project execution. These three practices require no special resources—just consistent application when it matters most. Which of these practices does your team already do well, and which needs more attention? P/S: Subscribe to my LIFT 🚠 newsletter for weekly insights on trust-building, team dynamics, and professional growth strategies. Sign up now, link in the comment! Elevate yourself in 2025! #performance #sales #projectmanagement #technology #cassandracoach

As I sat in the local Brewers Fayre on Valentine's evening, I overheard a conversation that took me right back to my early management days. A business owner was struggling with an employee asking for a pay rise. The tension was palpable. I wanted to rush in and help, but people always need to be in the right place to get advice. Managing pay-rise conversations can be terrifying. I've seen business owners either cave in immediately (and regret it later) or mishandle the situation so the employee feels completely devalued and disengaged. Over my 30 years of leadership experience, I've learned that these conversations often mask deeper issues: • Your star employee feels overlooked and unappreciated  • They're comparing their salary to market rates • They're taking on extra responsibilities without recognition • They feel stuck with no clear path to growth If you're facing this challenge, here are some practical approaches I've used: ✨ Create regular check-ins to discuss career progression ✨ Look for non-financial ways to reward great work ✨ Build recognition into your daily operations ✨ Consider flexible working or additional leave if money is tight ✨ Implement spot rewards for exceptional contributions The key is balancing what's right for your business while keeping your talented people motivated. Money matters, but feeling valued often matters more. These conversations can feel overwhelming when trying to keep your business running. That's why I now help small business owners develop the confidence to handle difficult conversations with their teams. How do you handle pay-rise conversations in your business? #difficultconversations #management #leadership #sme

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

Leaders often find themselves dealing with conflict weekly. Most of the time, when employees are not performing well, it's not just due to a lack of skill or motivation; it's often because they are having problems with their relationships at work. Managing conflicts at work can be challenging, but with the right approach, it can provide opportunities for growth and stronger team dynamics. Here are five actionable steps to skillfully manage conflicts and foster positive change this week: 1. Address the Issue Directly ↳Tackle conflicts head-on by discussing the issue as soon as it arises, preventing it from escalating. 2. Stay Calm and Listen Actively ↳Keep your emotions in check and focus on understanding the other person’s perspective without interrupting. 3. Find Common Ground ↳Identify shared goals and interests to build a foundation for resolving differences. 4. Communicate Clearly and Respectfully ↳Be transparent about your feelings and thoughts respectfully, and encourage others to do the same. 5. Seek Collaborative Solutions ↳Work together to find mutually beneficial resolutions, ensuring that everyone feels heard and valued. I hope that by adopting these strategies, you will be able to transform workplace conflicts into opportunities for collaboration and growth. ---- If you found this helpful, ♻️ share it with your network. 👉 Follow Mayowa Babalola, PhD, for more insights on actionable tips for daily work, leadership development, and AI integration in the workplace. #FutureProofYourLeadership #Leadership #WorkinginTeams #WorkplaceConflicts

𝗛𝗮𝗿𝗻𝗲𝘀𝘀𝗶𝗻𝗴 𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆 𝗳𝗼𝗿 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗥𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 𝗮𝘀 𝗮 𝗟𝗲𝗮𝗱𝗲𝗿 Conflict in the workplace is inevitable. But the way you handle it can make or break team dynamics. → Many leaders struggle to resolve conflicts. → They react defensively. → They prioritize being right over finding solutions. This approach often exacerbates issues and erodes trust. But there’s a powerful tool that’s often overlooked: Humility. Wondering why humility is so effective in conflict resolution? Here’s why: → It fosters open communication. → It builds trust and respect. → It shifts focus from blame to understanding. Here’s how you can use humility to enhance conflict resolution: 1️⃣ 𝗟𝗶𝘀𝘁𝗲𝗻 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗮𝗻𝗱 𝗘𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰𝗮𝗹𝗹𝘆: → Humble leaders truly listen. → They seek to understand, not just respond. → This approach makes team members feel heard and valued. 2️⃣ 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀: → Everyone makes mistakes, including leaders. → Admitting your errors shows you’re human and approachable. → It encourages others to be honest and open about their own mistakes. 3️⃣ 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝘁𝗵𝗲 𝗧𝗲𝗮𝗺 𝗢𝘃𝗲𝗿 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳: → Humble leaders put the team’s needs first. → They focus on finding solutions that benefit everyone, not just themselves. → This mindset fosters collaboration and mutual respect. 4️⃣ 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗗𝗶𝘀𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁𝘀 𝘄𝗶𝘁𝗵 𝗮𝗻 𝗢𝗽𝗲𝗻 𝗠𝗶𝗻𝗱: → Assume you don’t have all the answers. → Be willing to consider other perspectives and ideas. → This openness can lead to creative solutions and stronger team bonds. 5️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗮𝗻𝗱 𝗙𝗮𝗶𝗿𝗻𝗲𝘀𝘀: → Speak kindly, even during disagreements. → Show respect for different viewpoints. → This creates a safe environment where everyone feels comfortable contributing. 6️⃣ 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗲 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: → Encourage team members to share their thoughts. → Guide discussions toward understanding and resolution. → This helps to diffuse tension and build consensus. 7️⃣ 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗮𝗻𝗱 𝗟𝗲𝗮𝗿𝗻 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀𝗹𝘆: → After conflicts are resolved, take time to reflect on what you learned. → Use these insights to improve your conflict resolution skills. → This continuous learning helps you grow as a leader and strengthens your team. Using humility doesn’t mean being weak or indecisive. It’s about showing strength through understanding, patience, and the willingness to grow. In a world where leadership is often equated with authority and control, embracing humility sets you apart. It creates a foundation of trust, respect, and collaboration, leading to a more cohesive and productive team. Ready to embrace humility in your leadership approach? Start by listening, acknowledging, and valuing your team’s contributions. #Leadership #ConflictResolution #Humility #TeamBuilding #EffectiveCommunication #Respect

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

We do the same job, have the same experience, and I perform better but I earn less than my colleague (s)❗️ This is a common question I encounter when mentoring professionals in early and mid-level careers. The issue of pay inequality can be frustrating and demotivating, but there are constructive ways to address it. Here’s what I often recommend: 1️⃣ Gather Supporting Evidence: Start by collecting data on your responsibilities, performance, and salary comparisons with colleagues. Having facts and figures will strengthen your case when bringing up the issue. 2️⃣ Know Your Worth: Research salary benchmarks for your industry and role. Understanding where you stand in the broader market can give you a clear foundation for salary discussions. 3️⃣ Maintain Professionalism: Keep conversations about pay fair and objective. Focus on facts and solutions rather than accusations to ensure a constructive dialogue. 4️⃣ Speak to Your Manager: Schedule a meeting with your supervisor to discuss your concerns. Approach the conversation with your findings, and ask for feedback or clarification on why the discrepancy exists. 5️⃣ Seek Regular Feedback: Use this opportunity to ask for feedback on your performance. Regular feedback helps clarify any issues that might be impacting your pay and shows your commitment to growth. 6️⃣ Expect Corrective Action: If your claim of pay disparity is valid, your manager should work towards corrective action or escalate the issue for approval in the next pay cycle. 7️⃣ Advocate for Yourself: Be your own advocate and follow up where necessary. It’s important to ensure that your concerns are being taken seriously and addressed. 8️⃣ Confront Bias: If the issue stems from outright bias, you may need to address it through the organization’s official channels. 9️⃣ Explore Mentorship: Seek out mentorship or sponsorship from senior colleagues. A mentor can guide you through these challenging conversations and may advocate for your career development. 🔟 Evaluate Your Options: Finally, if the issue persists and doesn’t align with your values, it may be time to consider opportunities with organizations that prioritize fairness and equal treatment. Navigating pay discrepancies can be tough, but these steps can help you approach the situation with clarity and confidence. #CareerAdvice #PayEquality #Mentorship #Leadership