This document discusses how to manage conflicts and disagreements within creative teams in a productive manner. It notes that disagreements are normal and important, but can lead to major project failures if not handled well. It provides tips for team leaders, such as defining the nature of disagreements, finding the underlying causes, taking on a moderating role, and ensuring the team takes care of each other. The goal is to transform disruptions into an open work culture by viewing disagreements as opportunities for progress rather than problems.

1. Creative teams and
con
fl
ict management:
transforming
disruption into
an open work culture

2. We’re a UI/UX design
and branding agency
Hey, I'm Alex, CEO at Dabb.pro for
10 years. I make products and
services remarkable, delivering
products, UX/UI and branding.

3. My team
is very
creative

4. Why are
disagreements
really
important ?

5. Major
failures
in projects

6. The team
was on the
verge of
collapse

7. What do you think?
Are disagreements within
a team good or bad?

8. Juniors
avoid
stress

10. You
can be
strong

11. Friendly
atmosphere
in a creative
team

12. Firstly,you
must accept
this situation

13. Keep
calm

15. What do
people argue
about?

16. What do
people argue
about?
Facts, goals, methods and Goals

17. The reasons
why
disagreements
arise are banal

18. Information opacity
in the team

21. t
🤬

22. t
🤬
🥳

23. t
🤬
🤐

24. t
🤬
🤮

25. t
🤬
😍

26. t
🤬

27. Subjectivism
in understanding
the same facts

31. Authority protection

33. Levels of con
fl
ict

34. t
🤬

35. Assumption
Unformulated
disagreements
Exchange opinions
Open debates
Hot con
fl
ict
Apathy
Levels of con
fl
ict

36. Bad but
e
ff
ective ways
of solving
con
fl
icts

37. t
Prevention
and suppression
🤩

39. For impressionable and
sensitive people
Minimal risks to
separate the team
The creative team
dissappears
Prevention
and suppression

40. Good
but di
ffi
cult
ways

41. t
🤩 Exacerbation

42. Exacerbation
When to get
o
ff
the ground
New approaches
Broken Relationships

43. t
🤩 The search for
solutions

44. The search for
solutions
When to choose the
best solution
New ideas!
Avoiding negativity
Waste of time
Con
fl
ict may develop

45. Turn
disagreements
into the search
for solutions

46. Engagement
Highlight the positives
in disagreements

47. Personal
example
Listen attentively and
refrain from judging
positions

48. Figure it out
Clarify the nature of
disagreements and
discuss it

49. Remembering
roles
Outline the
boundaries of
responsibility

50. Assist
Establish rules
for resolving
disagreements

51. Facts
Assist in data
veri
fi
cation and
additional information
search
Rules for resolving disagreements/

52. Methods
Remind of the common goal
Сreate a list of criteria
O
ff
er an alternative
Rules for resolving disagreements/

53. Goals
Ask for clear goal
formulation
Rules for resolving disagreements/

54. Values
"What can you do?"
instead of
"What is right?"
Respect people's values
Rules for resolving disagreements/

55. Preserve
We are discussing just
ONE of many work-
related issues

56. Connect
Psychological comfort
Meeting
Preliminary discussion

57. Provide
a method
Separate the idea from
the person
Suggest a set of steps
for discussion

58. What is
leadership
and what is
managing
people?

59. Mitigate serious
con
fl
icts
4 bad
signs

60. Making decisions with
di
ff
erent
interpretations
4 bad
signs

61. Always strive to
smooth out
contradictions
4 bad
signs

62. Utilize disagreements
to strengthen
authority
4 bad
signs

63. Mitigate serious
con
fl
icts
Making decisions with
di
ff
erent
interpretations
Always strive to
smooth out
contradictions
Utilize disagreements
to strengthen authority

64. Disagreemen
ts are
normal!

65. It's progress

66. De
fi
ne the
nature of
disagreements

67. Find the
underlying
causes

68. Take on the
role of a
moderator

69. Take care
of each other

70. avi@dabb.pro
@avinoff
ALEX
USTINOV
Founder & CEO BeaversBrothers