TAG Consulting


7 Questions For The Heat of Conflict


So,  your team is embroiled in conflict. Emotions are high. Anxiety is too. It’s clear that there are real competing values underneath the surface. Fangs may have been bared. You’re anxious too. You know you need to maintain a non-anxious presence, acknowledging your own anxiety but managing it so you can provide a holding environment for the anxiety of others.

The ability to manage conflict in a healthy and productive way is one of the hallmarks of a thriving organizational culture, the kind of place where people want to work and to give maximum discretionary effort.

Most of all you sense the need to DO something. Anything.

But, get this – your very best move may be to ask questions. Especially in the highest heat of conflict.

Yes, questions.

The great thing about questions is that they honor the people being asked, by reminding them that the work is theirs in the end, and that each one of them is responsible for their part in the conflict and for working towards a just and productive resolution.

Maybe best of all, question-asking genuinely reduces anxiety because it takes the focus off of the tensions, drama, and angst of the moment and puts it on self-reflection and the solution at hand.

Here are seven great questions to ask your team (and yourself!) when conflict is high:

1. What exactly does each team member have at stake in this conflict?
2. What specific results does each team member desire?
3. To what degree does each person hold power and influence and how are they exercising those things?
4. What are the core, underlying values each person holds?
5. Where are each person’s loyalties and obligations?
6. What potential losses are at stake for each person? (think status, security, power, comfort, influence, and the like)
7. What hidden alliances are at play in the team?

These are great questions for a team to grapple with. But before that happens you should grapple with them yourself for your team. If you go through the process of getting answers to each one, you will understand your team, yourself, and the issues at stake in the conflict with a lot more clarity.

Asking and answering these seven questions may not solve the conflict – but it will lead you and your team to greater levels of self-awareness and understanding and tee you up to clarify the values at stake – for the greater good.

Oh, and you can leave the boxing gloves at the gym!