RESOLVING DISAGREEMENTS AMONG TEAM MEMBERS

It is human nature for people to disagree. There are different types of conflict, and it is important to manage conflict in the best interest of meeting project objectives.

There are several conflict handling modes that project managers can use:

- In confrontation mode, project managers directly face a conflict, using a problem solving approach that allows affected parties to work through their disagreements. This approach is normally most effective.

- In compromise mode, you use a give-and-take approach to resolving conflicts. People bargain and search for a solutions that bring some degree of satisfaction to all the parties in a dispute.

- Smoothing mode is used to de-emphasize or avoid areas of differences and emphasize areas of agreement. This approach is often used when two people have severe personality clashes.

- The forcing mode is the same as taking a win-lose approach to conflict resolution. Managers who are very competitive or autocratic might favor this approach.

- In withdrawal mode, is when you withdraw from an actual or potential disagreement. Little gets accomplished using this mode.

Not all conflict is bad. Task-related conflict often improves team performance because team members discuss different approaches to producing project deliverables and often come up with even better solutions. If team members disagree on how to produce deliverables, the project manager should help them get all options out in the open, brainstorm new ideas, and discuss the best way to proceed.

Emotional conflicts or personality clashes and misunderstandings often depress team performance. Project teams should develop group ground rules, including one to avoid emotional conflict. Team members should focus on fixing problems instead of blaming people.

Realize that people will have differences of opinion on many aspects of projects. Focus on solving problems, not blaming people.