Wherever people work together, things can get tense. Friction is part of the game – and sometimes it turns into a full-blown conflict.
We believe conflicts aren’t something to fear. Quite the opposite: when addressed openly and resolved fairly, they often create more clarity and trust than before.
In our trainings and consulting work, we use analytical and systemic approaches to spot conflicts early, navigate them constructively, and learn from them.
After many facilitated resolution processes – in project teams, line organizations, and leadership groups – we can say with confidence: In most cases, we’ve been able to help teams get back to effective collaboration. And when going back wasn’t an option, we supported them in finding fair solutions everyone could live with.
One thing we see again and again: Leaders often wait too long before stepping in. The window when things are still easy to resolve closes fast. And once someone has lost face, it gets a lot more complicated.
We also regularly run into the famous structural fault lines – those places in organizations where conflicts are almost inevitable. In these situations, it’s important to realize: The problem usually isn’t about individual people. Sometimes, it takes a clear decision from a higher level to move forward.
👉 How do you handle conflict in your organization? Do you tackle it head-on or wait and see? We’d love to hear your thoughts and stories in the comments!
Fotocredits: Christine Hofer-Lukic
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