Working in any organization means working with people that have a variety of opinions, perspectives, and work styles. This means that everyone always gets along 100% of the time. Team leaders need to be able to recognize when problems are brewing and feel comfortable and equipped to work with staff members in resolving these issues.
Team leaders must know how to resolve problems
Problems are inevitable in any workplace in any industry — whether customer problems, computer or system problems, staff performance problems, relationship problems, or any other topic that can result in conflict. That’s why it’s important for team leaders to understand how to resolve them. Team leaders who see themselves as problem solvers, obstacle removers and barrier destroyers are invaluable. When we resolve a problem, we have contributed to a more productive culture and environment.”
Team leaders face common problems
One of the most common problems is when two staff members don’t get along. It could be because of a personality clash, a work style difference, or both employees have very different opinions about something, professionally or personally. Keep communication channels open and review expectations for all team members. Don’t let a small issue affect the entire team because it was not handled effectively and swiftly.
The Big Four
- Don’t fear conflict! Without it, we would never have innovation and growth.
- Separate feelings from facts, and don’t let turn negative when emotions take a front seat to the ideas.
- Watch language patterns when mediating conflict. Choose “I” over “You” statements.
- Avoid exaggeration by using words like “every,” “always,” or “never.”
A great deal of workplace problems and issues are found in human interaction, or lack of human interaction. As a result, if these situations aren’t handled swiftly, effectively, and with empathy, then problems mount, positive cultures break down, and employee job satisfaction and morale suffers.
1. Get in there and deal with “it” as soon as you see it
2. Don’t assume you know everything about the situation
3. Ask questions of everyone involved
4. Listen to all perspectives
5. Don’t focus on blame or who created the problem
6. Work collaboratively to find a solution that everyone involved can support (or at least accept)
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