Let me start by telling you a story about a manager I have helped recently deal with team conflict. For the sake of confidentiality, let’s call the manager Alexia.
Meet Alexia, a qualified accountant with a decade of experience in the same accounting firm. Alexia had been a valuable member of her team for five years before being promoted to the position of manager. Her new role involved overseeing a team of seven people responsible for delivering to long term clients and obtaining new business.
The Resentment
Alexia’s promotion was met with mixed feelings among her team. While some recognised her expertise and leadership qualities, others felt resentment brewing beneath the surface. The team members had expected the promotion to go to Tom, a seasoned Accountant with a slightly longer tenure in the company. This sentiment fuelled an undercurrent of discontent within the team.
Unveiling the Root Causes
The root causes of the resentment towards Alexia were:
- Perceived Unfairness. The team felt that Tom, with his seniority, deserved the managerial role. They perceived Alexia’s promotion as a decision made based on favouritism rather than merit.
- Communication Gap. Alexia, in her new role, struggled with effective communication. She didn’t address the team’s concerns about her promotion, leaving a communication vacuum that was filled with assumptions and speculation.
- Change in Dynamics. The team was accustomed to a certain dynamic, and Alexia’s promotion disrupted the established hierarchy. This shift led to resistance and challenges in accepting her authority.
Conflict Escalation
As resentment festered, conflicts emerged within the team. Collaborative efforts dwindled, and communication breakdowns became common. Subtle acts of insubordination, such as missing deadlines or incomplete tasks, began to affect the quality of the team’s output.
Impact on Team Performance
The repercussions of the brewing conflict were profound:
Decreased Morale. The team’s morale plummeted as individuals felt undervalued and overlooked.
Reduced Productivity. The conflicts and lack of collaboration resulted in a decline in productivity and overall project success.
Increased Turnover. The disconnect within the team led to a rise in turnover, with some team members seeking opportunities elsewhere.
Intervention Using Positive Intelligence®
Recognising the need for intervention, the organisation took Alexia and the team through the Positive Intelligence® Programme.
A 7-week online programme that equips managers and their teams with the skills to confidently work together so that they have greatly improved outcomes without feeling depleted at the end of every day.
5 Ways Positive Intelligence® 7 Week Program Helped Alexia and Her Team Overcome Team Conflicts:
HR, partners, Alexia and her team were amazed by the staggering results, and the team started to make significant changes to rectify their problems by the end of week 2. Here are 5 of the significant observations:
1. Self-awareness.
Each team member enhanced their self-awareness, acknowledging their behaviours. They grasped the factors contributing to team conflicts and transitioned towards collaborative and constructive approaches instead of destructive ones.
2. Call each other out.
The team shifted its focus towards achieving results, leading them to feel more at ease holding each other accountable. They recognised that everyone was there to grow and learn, emphasising the significance of the outcome.
3. Holding each other accountable.
The team transitioned from setting individual goals that went unmet to establishing collective goals and reaching a consensus on them. They provided mutual support to ensure the achievement of these shared objectives.
4. Relationships deepened.
They set aside their differences and developed a genuine understanding of each other. Recognising the shared pressures and the presence of both work and personal challenges, they began supporting one another, demonstrating empathy and compassion.
5. Increased Performance.
With a more relaxed atmosphere, the team embraced creativity and innovation. Each person achieved improved results and celebrated successes, expressing enthusiasm and support for their colleagues.
Over time, the intervention measures proved successful. The team gradually started to come together, realising that Alexia’s promotion was not meant to diminish their contributions.
The Positive Intelligence® 7-week programme fostered a healthier work environment. Alexia, with her newfound leadership skills, was able to gain the team’s respect, and the conflicts that had plagued her team began to subside. Her team was more focused and shifted to constructive actions quickly, instead of focusing on negatives.
As a result, productivity increased, morale improved, and turnover decreased, leading to a more cohesive and collaborative team.
If you’re facing similar challenges or seeking to enhance your managers and their team’s dynamics, consider joining the Positive Intelligence® programme.
Take the first step towards transforming your workplace. Visit our website to learn more about this revolutionary programme. Book in a call with us today and let’s discuss how this programme can benefit your managers and teams specifically. Elevate your team to new heights of success and collaboration through Positive Intelligence®.
