The common reason of conflicts in small groups is ...due to some member stepping on other member's toes :).
Most likely there is lack of communication in certain aspects of member's role in the team. As leader of team, you have responsibility to know each of those 6 members to ascertain their strength, weakness and motivation level. You should also know the root cause of their conflicts and setup some ground rules to avoid those conflicts.
The key of conflict-resolution is to understand root cause and NOT to over-react on symptoms.
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1 reply by Liam Hollington
Oct 11, 2018 5:53 PM
Liam Hollington
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Thank you for your reply! Your advice seems sound and logical. If the root cause of the problem is unclear would you recommend bringing up the issue with the group and having a honest discussion about it? How do you motivate honesty?
The common reason of conflicts in small groups is ...due to some member stepping on other member's toes :).
Most likely there is lack of communication in certain aspects of member's role in the team. As leader of team, you have responsibility to know each of those 6 members to ascertain their strength, weakness and motivation level. You should also know the root cause of their conflicts and setup some ground rules to avoid those conflicts.
The key of conflict-resolution is to understand root cause and NOT to over-react on symptoms.
Thank you for your reply! Your advice seems sound and logical. If the root cause of the problem is unclear would you recommend bringing up the issue with the group and having a honest discussion about it? How do you motivate honesty?
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1 reply by Ashok Kumar
Oct 11, 2018 6:49 PM
Ashok Kumar
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Liam - You have to start your 'foundation work' by having one-on-one conversation/assessments. Some conversations are more effective, when done in private. While, other conversations requires group /public mode. I feel conversation regarding honesty should happen in private.
Lack of honesty is a symptom and caused by ...either dishonesty is more beneficial to person (in short term) or, honesty will get them in some kind of trouble. Your private conversation with each member will provide some pointers for their behavior.
Next step, Try to strengthen communication channels with team-members / in project. Everyone needs to understand, 1) your role as leader/enabler and 2) project success is beneficial to them {positive feelings, better benefits, etc.).
A person will stay honest if existing environment does not prosecute one for being honest. Honest mistakes needs to be forgiven/ handled with soft gloves. You've a responsibility to setup 'work environment', where members know you will guide them/protect them, if something goes bad. Once they trust you, there is less likelihood of dishonest behavior.
Saving Changes...
kavita goswamiBusiness System Analyst| Nielsen TAM, Sydney, AustraliaWestmead, Nsw, Australia
So one of the idea comes to my mind is below:
I believe, you can also run an anonymous survey with them to know what causes issues in Team or why their is trouble to work together in deliver anything on time?
This way people will come up with their concerns and also their will be no blame game.
Personally i have seen it worked in past and also allow people to openly communicate about their concerns without worrying about their name being on table.
Once you get the outcome, you can work out on how to resolve them.
Thanks,
Kavii
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2 replies by Ashok Kumar and Liam Hollington
Oct 11, 2018 6:19 PM
Liam Hollington
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Thank you Kavita for your reply.
I see what your saying about making sure nobody feels blame for any problems that occur. This may cause resentment or/also lowered confidence and impact the group dynamic negatively.
I believe, you can also run an anonymous survey with them to know what causes issues in Team or why their is trouble to work together in deliver anything on time?
This way people will come up with their concerns and also their will be no blame game.
Personally i have seen it worked in past and also allow people to openly communicate about their concerns without worrying about their name being on table.
Once you get the outcome, you can work out on how to resolve them.
Thanks,
Kavii
Thank you Kavita for your reply.
I see what your saying about making sure nobody feels blame for any problems that occur. This may cause resentment or/also lowered confidence and impact the group dynamic negatively. Saving Changes...
Rodolfo ArguelloPM and IT Consultant| A&O ConsultingSan Jose, San Jose, Costa Rica
In a small team a approach to conflict resolution is to meet them, explain the problem or conflict directly and reach an agreement how to solve it. This approach has worked for me. Saving Changes...
Thank you for your reply! Your advice seems sound and logical. If the root cause of the problem is unclear would you recommend bringing up the issue with the group and having a honest discussion about it? How do you motivate honesty?
Liam - You have to start your 'foundation work' by having one-on-one conversation/assessments. Some conversations are more effective, when done in private. While, other conversations requires group /public mode. I feel conversation regarding honesty should happen in private.
Lack of honesty is a symptom and caused by ...either dishonesty is more beneficial to person (in short term) or, honesty will get them in some kind of trouble. Your private conversation with each member will provide some pointers for their behavior.
Next step, Try to strengthen communication channels with team-members / in project. Everyone needs to understand, 1) your role as leader/enabler and 2) project success is beneficial to them {positive feelings, better benefits, etc.).
A person will stay honest if existing environment does not prosecute one for being honest. Honest mistakes needs to be forgiven/ handled with soft gloves. You've a responsibility to setup 'work environment', where members know you will guide them/protect them, if something goes bad. Once they trust you, there is less likelihood of dishonest behavior. Saving Changes...
I believe, you can also run an anonymous survey with them to know what causes issues in Team or why their is trouble to work together in deliver anything on time?
This way people will come up with their concerns and also their will be no blame game.
Personally i have seen it worked in past and also allow people to openly communicate about their concerns without worrying about their name being on table.
Once you get the outcome, you can work out on how to resolve them.
Thanks,
Kavii
Thanks Kavii - Anonymous survey is great idea.
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1 reply by kavita goswami
Oct 13, 2018 6:51 AM
kavita goswami
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Thanks Ashok!
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Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
I can write several things but to put it in terms of PMBOK I have to say that at the end is a matter of project stakeholder management. You have to user the same process and techniques. Saving Changes...
kavita goswamiBusiness System Analyst| Nielsen TAM, Sydney, AustraliaWestmead, Nsw, Australia
