Your team is having some difficulty.
Before trying to improve things, perhaps you should first diagnose the exact kind of problem you are having.
A recent article in Harvard Business Review suggests that there are four common types of team challenges. Here is what they are and how to address them:
1. The Solo Dissenter. One of the challenges with this type of team problem is that others are usually impatient to move on, even in the most respectful of teams. But who knows, if you hear them out then you all may end of agreeing (think of the play, 12 Angry Men).
Ask the dissenter thoughtful and sincere questions to understand the root of their concern. Empathize with them the best you can. If possible, take some time away from the meeting to think about it. However, if after thoughtful consideration, the rest of the team wants to move on then you need to help the dissenter understand this.
2. The Boxing Match: Two People Disagree. This is the most common type of team challenge. If things get personal or you think that there is something going on beyond the actual issue being discussed, then call a time out. As the leader, ask to meet with the two people and mediate.
But if things are civil, then ask each person to articulate the logic of their position for the benefit of the rest of the team. Team members can ask probing questions to understand each position better. Talk through the options until a clear sense of how the team should proceed is felt by most members of the team.
3. Warring Factions. This is a very challenging problem because so many team members are involved. Keep things civil and – again – ask each side to state their position logically. List the pros and cons of each position – both in the short run and long run. Collect additional evidence if that would help.
If a clear path does not emerge, then challenge the team to brainstorm a third or fourth option. You can also consider bringing in some outside opinions.
4. Full Team Meltdown. This is the rarest of team problems, but it happens. This most often occurs after poor performance on a project by the team. If this is the case, you need to focus the team on the future – while learning from the past. Reconnect to your vision and purpose. Don’t play the blame game, but encourage everyone to see how they could have done better.
Team research shows us that constructive conflict is a valuable ingredient to team performance. However, you need to create norms for this that include a high level of respect among team members. If you have this, you can navigate through each of these team challenges successfully.
*Ideas for this blog taken from: Petersen, R. S., et. al. “4 Common Types of Team Conflict – and How to Resolve Them,” Harvard Business Review online, May 7, 2024.
