When the office is a war zone
As an SME owner you are likely to face a team where members are constantly clashing. It's crucial to address the situation with a blend of tact, understanding, and strategic action. Here’s a conversational approach you might like to have a go at. Just remember, you're playing with fire here and fire can be unpredictable, so make sure you're ready to change tack if it isn't working.
First off, it's important to get to the root of the issue. Often, team clashes aren't just about surface disagreements but stem from deeper issues like misaligned goals, unclear roles, or personal differences. So, you need to play the role of a mediator or facilitator, creating a safe space for open, honest conversations. This can be done through team meetings or one-on-one discussions.
Next, setting clear expectations and roles is key. Sometimes, clashes happen because team members aren't clear about their responsibilities or how their work fits into the larger picture.
The SME owner should ensure that everyone understands not only their role but also how they contribute to the team's and the company's goals.
It's also about fostering a culture of respect and understanding. This means encouraging team members to appreciate and acknowledge different perspectives and working styles. Workshops on communication skills or team-building activities can be really helpful in building this culture.
Conflict resolution skills are vital too. You should guide the team in developing constructive ways to handle disagreements. This could involve training in conflict resolution or bringing in an external facilitator for more serious issues.
In some cases, restructuring the team might be necessary. If certain dynamics just aren't working, it might be time to rethink who works together. But this should be done thoughtfully, keeping in mind the strengths, weaknesses, and preferences of each team member, not to forget that you may not be able to sepoerate people effectively.
Regular feedback is another important piece of the puzzle. It shouldn’t just be top-down; encouraging peer-to-peer feedback can create a more collaborative environment. It helps everyone understand how their actions affect others in the team. Be very careful that peer-to-peer feedback doesn't get twisted into an excuse for attacking each other or bullying.
Lastly and be under no illusion, MOST IMPORTANTLY it's all about leading by example. You should embody the values and behaviours you want to see in the team. If you demonstrate respect, empathy, and effective communication, it sets the tone for the rest of the team.
At RegenerationHQ, we believe that handling such team dynamics is not just about resolving conflicts; it's about building a stronger, more cohesive team that can work together effectively, even through differences. It’s about turning those clashes into opportunities for growth and learning, aligning them with the values of compassion and understanding.
If I sound a bit like Pollyanna, there's a reason for it. As the boss, you really do have to demonstrate the qualities of a sincere, complete human being with flaws but an abiding commitment to being better. It's not easy but just being seen to try and be better can move others in unexpected ways.
If you'd like to have a chat about the situation in your business, how about calling me on +64 275 665 682, email me at john.luxton@regenerationhq.co.nz or book a time for a free, no obligation Zoom call.