Tags: Individual-team behaviour; Limiting Behaviour; Safety Vs Threat; Poor Performance Behaviour; Climate; C-Model; Dynamic Team Performance; Communication 101; Leadership; Perspective; Group Think
We don’t want conflict, it’s harmful to individuals, the team and their outputs…. but, is it?
When you get asked how you deal with conflict, what do you say? If, as we often do, you get asked how you mitigate conflict and work it through to a successful conclusion, whats your response or initial reaction. It is common when the word conflict is used for Coaches and Practitioners to shit their pants and assume that its negative, harmful and should be avoided at all costs and yet, perhaps we need to take a deeper dive in to what conflict can be and how when manifested in the right way and managed purposefully, can make individuals and teams thoroughly engaged, create dynamic vibrant exchanges, animate perspectives and discussions that throw up new ideas and supercharge the passion and enthusiasm for debate and constructive disagreement.
Getting clear on why conflict can enhance team performance and how you can build this into your team and their performance processes could mobilise your people and teams to amazing outcomes. At the very least, it will give you a very interesting response next time your asked those horribly loaded and predictable ‘conflict‘ question…
