By Melanie Parish @ 1:00 pm
- Give team members an opportunity to provide anonymous feedback about what is happening.
- Avoid focusing on an individual as the “problem.” Many times the team “disturber” is in fact playing a very useful role on the team. If that person leaves, then someone else will inevitably step into that role and the conflict will continue.
- Create a group agreement. Make it a fluid document that can change over time as the team’s needs change.
- Reconnect the team to its original purpose. If this feels distant, create a new common purpose.
- Set an agenda for team meetings. Follow the agenda and take minutes and distribute them.
- Focus on “the work” rather than “who did it?”
- Don’t confuse diversity with conflict. Differences of opinion about “the work” are different than conflict. Differences of opinion should be valued. Diversity allows teams to see the broadest range of potential concerns, possible outcomes and to make strong decisions.
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