Conflict is a natural part of any workplace, but understanding how to navigate it effectively can make all the difference in fostering a positive company culture and enhancing team performance. In this blog post, we’ll explore the eight different types of conflict you might encounter in your organization and discuss strategies for managing them. Whether you’re a CEO, manager, or part of an HR team, knowing how to handle workplace conflict is essential for growth and success.
As the CEO and Founder of Rise Up For You, I’ve seen firsthand how strong leadership skills can transform a workplace. Our leadership training programs focus on building crucial soft skills like emotional and social intelligence, communication, and team management. Let’s dive in and learn how to turn conflict into an opportunity for growth.
Why Workplace Conflict Matters in Leadership Training
Before we delve into the types of workplace conflict, let’s start with some shocking statistics that highlight the importance of this issue. Research reveals that $359 billion is wasted annually in the U.S. alone due to lost hours spent dealing with conflict. That’s a staggering figure! A healthy company culture typically experiences a turnover rate of around 13%, but when conflict is prevalent, that number can rise to nearly 50%. This is especially significant for leaders in human resources and leadership coaching, where turnover not only drains resources but also negatively impacts morale and productivity.
Further, 1 in 10 employees spends at least six hours each week managing or navigating conflict. When you multiply those hours across an entire organization, the cost to both time and resources becomes astronomical.
So how can you prevent this? By addressing conflict proactively with effective leadership training and coaching. And to start, you need to understand the root causes of conflict in the workplace.
The 8 Common Causes of Workplace Conflict
Based on the research of psychologists Art Bell and Brett Hart, we’ve identified eight common sources of workplace conflict. By recognizing these conflict starters, you can develop strategies to address them effectively.
1. Power Struggles
Power dynamics can create significant conflict, especially when individuals or teams feel the need to assert control. Whether it’s a manager exerting authority over an employee or tension between departments, these struggles are often rooted in a desire for influence or control. For example, if one person feels overpowered or undermined, it can create a toxic work environment. Leadership training programs that focus on balancing power dynamics and fostering collaborative leadership can help mitigate this issue.
2. Communication Breakdown
One of the most frequent causes of workplace conflict is poor communication. This can stem from a variety of sources, such as language barriers, technical jargon, differing communication styles, or even misunderstandings about a person's tone or intentions. When communication isn’t clear, it creates confusion and leads to frustration. This is why leadership and coaching programs often emphasize the importance of clear, concise, and empathetic communication. Leaders must be equipped with tools to foster transparent communication to prevent conflict from escalating.
3. Pressure and Stress
In today’s fast-paced work environments, pressure is inevitable. Deadlines, performance expectations, and external stressors can cause employees to enter reactive modes, leading to conflict. The World Health Organization now recognizes burnout as a legitimate workplace concern, linked to stress and anxiety. Through leadership training, employees and managers can learn how to manage stress, apply emotional regulation techniques, and prevent conflict from arising out of stress.
4. Conflicting Values
Employees who don’t align with the company’s core values often experience disengagement, and that misalignment can create conflict. According to recent studies, 76% of the workforce is disengaged due to poor leadership or misaligned values. Organizations must ensure that their leaders are fostering environments where employees feel connected to the mission and culture. Leadership coaching can help leaders articulate the company’s values and ensure alignment across teams.
5. Perception Issues
Perception is another key conflict starter. When individuals form preconceived notions about others or situations, these perceptions can cloud judgment and communication. It’s essential to encourage employees to seek outside perspectives—such as through peer counsel or a trusted advisor—to ensure they have an accurate and fair view of the situation. Part of leadership training is teaching leaders how to be open to feedback and alternate perspectives, fostering an environment where everyone feels heard and respected.
6. Misaligned Goals
Conflicting goals are a major source of tension, particularly in growing organizations. When departments or teams pursue goals that aren’t aligned with the company’s overarching mission, conflict is almost inevitable. For example, a sales team might prioritize customer acquisition, while the marketing team focuses on brand awareness. Without a shared vision, teams can become siloed. Leadership and coaching are crucial here, helping leaders ensure all departments are working towards a unified goal.
7. Policy Discrepancies
Outdated or unclear policies can create conflict, especially if they are not adaptable to modern workplace challenges. When policies feel restrictive or out of touch with employee needs, frustration builds. Leaders should regularly review and update workplace policies to reflect the current environment, and leadership training can provide strategies for creating adaptable, transparent policies that serve the whole team.
8. Resource Constraints
Lastly, lack of resources—whether financial, personnel, or material—can ignite conflicts within teams. When employees feel they don’t have the tools they need to succeed, it fosters resentment and competition. Leadership coaching can help leaders become more resourceful and find innovative ways to manage resource constraints while maintaining team morale.
Effective Conflict Management: Leadership Insights
Addressing conflict is not just about recognizing the sources—it’s about employing the right conflict management strategies. At Rise Up For You, we teach leaders various conflict resolution methods, one of which is the Thomas-Kilmann Conflict Mode Instrument (TKI), a model that categorizes conflict management styles along two axes: cooperation and assertiveness.
Here’s a brief overview of the five styles along this spectrum:
The Avoider: Low in both cooperation and assertiveness, this person tries to avoid conflict altogether. While avoidance might seem like a temporary fix, in the long term, it can allow conflict to fester.
The Accommodator: High in cooperation but low in assertiveness, the Accommodator is often a people-pleaser. Over time, this can lead to resentment if their own needs aren’t being met.
The Compromiser: Balanced in cooperation and assertiveness, Compromisers aim for solutions that everyone can agree on, often through negotiation.
The Commander (The Shark): High in assertiveness but low in cooperation, Commanders prioritize quick, decisive action. While effective in urgent situations, this style may strain relationships.
The Collaborator: High in both cooperation and assertiveness, the Collaborator works towards a win-win outcome, but this approach requires time and patience.
Understanding these conflict styles is a key part of leadership and coaching, as it helps leaders assess the best approach for resolving conflicts in various situations.
Strategies for Resolving Conflict
To help reduce defensiveness and foster constructive dialogue, we also recommend using “I” statements instead of “You” statements. For example, instead of saying “You always interrupt me in meetings,” try “I feel unheard when I’m interrupted in meetings.” This simple shift in language encourages openness and prevents others from feeling attacked.
Conclusion: Turning Conflict into Growth
Conflict is a natural part of any workplace, but with the right leadership training, it doesn’t have to be a negative force. Through leadership training programs like those offered at Rise Up For You, leaders can learn how to manage conflict in ways that promote growth, collaboration, and positive change. Remember, conflict only becomes harmful when it’s left unresolved.
Interested in improving your leadership skills and navigating workplace conflict more effectively? Explore our Leadership Coaching program at Rise Up For You to take the next step. Learn more here
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