Conflict can lead to teams dissolving, burnout, and people leaving the company. When is conflict destructive to a team or organization? Stanford Graduate School of Business Professor Lindred Greer shares how to recognize the signs that it might threaten team performance.
"How Conflict Goes Viral" → http://stanford.io/1BKNXWg
"How Power Struggles Escalate" → http://stanford.io/1uBgNsM
• During a conflict, managers should carefully monitor employees' emotions
• Managers, try to understand the motivation behind why people are engaging in a conflict. Are there underlying issues?
• Process, relationship, and status conflicts are all likely to hurt a team's performance
• Process conflicts are the most negative form of conflict in teams because they represent underlying issues
• If a manager detects a conflict in a team, he or she should identify what is being discussed, who is involved & why
• A conflict intensifies and is more likely to be personal and destructive when subgroups start to form
• Some conflicts end up being venues for people to fight about bigger issues like status or respect