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Team resolution process

You’ve listened and acknowledged what the other person is saying. Now it is your turn to be heard. If you’re offering criticism of your teammate’s ideas, make sure it’s constructive, and if you’re disagreeing with them, be ready to offer an alternative. Be willing, also, to be questioned or challenged, while avoiding defensiveness when you answer.
Resolve remaining differences: Define the real problem by looking for what’s causing the disagreement. Then analyze it into its manageable parts. Now you can generate alternative solutions to the problem and select the alternative on which everyone can agree.

For individuals to work effectively in teams they must be able to clearly communicate their ideas, to listen, and be willing to disagree. Although it is difficult, learning to appreciate each other’s differences reflects a team’s ability to manage conflict. When conflict occurs we must not turn our backs and hope it will go away. Instead, we must learn to tolerate it, even welcome it, for well-managed conflict can be the source of change and innovation. As more and more organisations attempt to make the difficult transition to teams, they must develop and provide programs for their employees which offer training in conflict management skills and techniques. I hope the ideas in this paper can help organisations and their teams begin, or continue, this challenging task.