In Part 1, I wrote that leaders need to exercise discernment when subordinates ask questions because not every question is an automatic indication of conflict. General and President Dwight D. Eisenhower said, “May we never confuse honest dissent with disloyal subversion.”
This requires a greater familiarity of your team members and an understanding of human behavior.
Separating Emotion from Facts
To effectively manage conflict, leaders must understand human behavior and exercise discernment. People’s emotions can cloud judgment, so it is essential to separate emotions from facts when resolving disputes. My wife often told our girls, “Emotions are real, but they are not authoritative.” All too often, people put a lot of stock in their emotions and turn them into fact without exploring their origin.
Take the time to listen to all sides, gather information, and make decisions based on objective reasoning rather than personal feelings.
Additionally, knowing and understanding your organization’s policies and procedures can help you navigate conflict with confidence. Keeping your immediate supervisor informed ensures that you have support and guidance when dealing with complex situations.
Pay Attention to the Cues and Clue of Conflict
Unhealthy conflict rarely stays hidden for long. Team members may start to withdraw, exchange snide remarks, or display negative body language. Often, someone involved in the conflict will eventually talk to a trusted colleague and vent their frustrations. Proverbs 27:23 reminds us: “Be diligent to know the state of your flocks, And attend to your herds.”
This means leaders must stay aware of their team’s dynamics and intervene before minor frustrations become major problems.
Final Thoughts
Unhealthy team conflict is avoidable when leaders are proactive, attentive, and courageous. Encourage open communication, create a positive work environment, and tackle conflicts before they escalate. A great leader does not just manage a team, they cultivate a culture of trust, respect, and accountability.
