Conflict Resolution Policies in Project Management

I used to avoid conflict at all costs, then I realized workplace conflict isn’t the problem. Avoiding it is. I saw firsthand how unresolved conflict could derail teams. Miscommunication turned into resentment, small issues escalated, and productivity suffered. But when handled correctly, those same conflicts became opportunities: building trust, strengthening teams, and driving better results. That’s where RESOLVE comes in: a clear, professional framework to turn workplace tension into teamwork. **Recognize the Conflict** - Identify the issue before it escalates. - Determine if it is a personality clash, miscommunication, or a deeper structural problem. - Acknowledge emotions while staying objective. **Engage in Active Listening** - Approach the conversation with curiosity, not judgment. - Let each party share their perspective without interruption. - Use reflective listening: paraphrase what you heard to confirm understanding. **Seek Common Ground** - Identify shared goals and interests. - Shift the focus from personal grievances to organizational objectives. - Find areas where alignment already exists to build rapport. **Outline the Issues Clearly** - Define the specific problems and their impact. - Differentiate between facts, perceptions, and emotions. - Keep the discussion solution-focused rather than blame-focused. **Look for Solutions Together** - Encourage collaboration in brainstorming possible resolutions. - Evaluate each solution based on feasibility, fairness, and alignment with company values. - Ensure all parties feel heard and that the resolution is practical. **Validate and Implement Agreements** - Confirm agreement on the resolution and next steps. - Establish clear expectations and accountability measures. - Follow up to ensure continued commitment and adjustment if needed. **Evaluate and Improve** - Reflect on what worked and what didn’t. - Seek feedback on the conflict resolution process. - Use lessons learned to improve communication and prevent future conflicts. This framework ensures professionalism, encourages collaboration, and fosters a healthy workplace culture where conflicts are addressed constructively rather than ignored or escalated. What's been your experience dealing with conflict? Comment below.

85% of employees encounter workplace conflicts, but most leaders avoid addressing them. This used to be one of my weaknesses too, till I learnt the Thomas Kilmann Conflict Model. This categorizes all forms of conflict resolution into five distinct strategies, based on a balance between assertiveness and cooperation. Here are the 5 strategies it teaches you, and when to use each: 1. Competing You push your agenda with authority or strong arguments. It’s great for quick decisions but might strain relationships. Example: A project manager insists on a specific vendor, though the team doesn't like working with them, leading to resentment but meeting tight deadlines. 2. Accommodating You put others’ needs first to keep the peace. Best for when harmony matters more than the issue itself. Example: A team leader agrees to extend a colleague’s project deadline, even if it delays their own work, to maintain team morale. 3. Avoiding Sidestepping conflict altogether, ignoring the problem for the time being. This can be helpful when the issue is minor, but often leads to unresolved tensions. Example: An employee is unhappy with a project they’re assigned, but it’s only for 2 months, so they avoid raising concerns. 4. Collaborating You and the other party work together, investing time and resources to find a solution that satisfies everyone. Perfect for complex problems. Example: Two team leads work together to split resources between projects, ensuring both teams meet their goals without sacrificing quality. 5. Compromising You both give up something to reach an agreement. It’s a middle ground between competing and accommodating. Example: Two managers agree to split the budget increase, each getting half of what they initially wanted to support their projects. - The Thomas-Kilmann Model isn’t just a theory - it’s a practical tool you can apply daily. Consciously finding the right type of conflict handling style to use is a game changer for leaders - and will lead to a stronger team. #companyculture #leadership #strategies

Effective conflict improves results Best performing teams don't avoid disagreements—they transform them. While coaching a technology company's leadership team, I intervened and coached them to handle a challenging product launch delay that threatened an important client relationship. Rather than pointing fingers, they are to apply these three specific behaviors that high-performing teams consistently embody: 1. Embrace differences When the sales team and development team had opposing views on timeline feasibility, they deliberately explored both perspectives. This uncovered a creative phased delivery approach that actually better met the client's core needs. 2. Pause before reacting During tense moments, team members took brief pauses before responding to challenging information. This simple practice reduced emotional reactions and kept discussions productive, ultimately cutting their decision-making time by 20%. 3. Ask "How can we solve this together?" This reframing question shifted everyone from defensive positions to collaborative problem-solving. The result was a revised project plan that not only satisfied the client but created an opportunity to expand the initial scope. The outcome? They retained the client relationship, completed the project on the revised timeline, and increased the contract value by 15% through additional services identified during their collaborative problem-solving. More importantly, they established a sustainable approach to conflict that continues to benefit their sales process and project execution. These three practices require no special resources—just consistent application when it matters most. Which of these practices does your team already do well, and which needs more attention? P/S: Subscribe to my LIFT 🚠 newsletter for weekly insights on trust-building, team dynamics, and professional growth strategies. Sign up now, link in the comment! Elevate yourself in 2025! #performance #sales #projectmanagement #technology #cassandracoach

🚨 Project Management Myth #10 – Be sure to avoid conflict! Early in my project management career, several people gave me advice to avoid conflicts. Even to this day, I occasionally hear this claim. In project management, conflicts naturally occur as the complexity and scope of projects increase. Avoiding conflict is also something I see done by some project managers. In general, many people I see who shy away from conflicts seem to be polite introverts. However, there is a big problem with avoiding conflicts, as this does not always solve the issue. 🫤 Sometimes, conflicts may fizzle out. But many times, conflicts will become more intense. In addition, many conflicts which appear to “fizzle out” are still there, under the surface. If they ever come back up again, the intensity is often much worse. 💣 Rather than ignoring conflict, I recommend nipping them in the bud by addressing them early with conflict resolution best practices. 👍 Here is 1 method I use to resolve conflict. It’s called the SLAP method, as shared by Brad Egeland. ✅ STOP – When the environment is not conducive for healthy project progress, it’s time to acknowledge the issue and talk to the team or any team members involved. 🛑 ✅ LISTEN – Hear each side of the conflict and seek to understand. Don’t show any favoritism. Listen to each person without interrupting or allowing them to interrupt others. 👂 ✅ ANALYZE / ADDRESS – Ask yourself questions such as: What are the issues? Are they legitimate? Can they easily be solved? ❓❓❓ ✅ PUSH ON – Once you understand the situation, then you either push the solution you think is best or you can seek collaboration by proposing potential solutions that you see and invite the team to add to those and weigh in. Each situation is different. Some conflicts may need a more authoritarian approach if there will never be team agreement. But in general, I like to try the collaborative approach first. That gets buy-in from the team and usually leads to better productivity moving forward. 📈 Have you ever heard this opinion before regarding conflicts, especially with project management? What was the context and how did you respond? 🤔 Please share your experiences and examples in the comments! Also, if you have another conflict management method that works well for you, please share! We can all learn from one another. _________________ 🔔 Ring the bell to follow me on LinkedIn for topics on #projectmanagement, #programmanagement, #pmo, #businesstransformation, #careertips, and #leadership, as well as the rest of this series! #projectmanager #programmanager #businessanalysis #businessanalyst #projectmanagementprofessional #projectmanagerskills #conflictmanagement #conflictresolution

PM is managing people under pressure. And, leading through it doesn't just happen. Conflict isn't something to dread. It takes having tactics that prepare you. It’s about knowing how to handle the heat before it burns the project down. Here's 8 tactics for handling the hot moments! 1. Master the Pause: Take the time to respond with clarity instead of reacting on impulse.     2. Know Your Triggers: Recognize what sets you off before you’re in the heat of conflict. If you can name it, you can tame it. Crisis reveals character.     3. Understand People: Conflict isn’t just about the issue; it’s about the people. Know their communication styles, pressure points, and motivators.     4. Know When to Walk: Not every battle deserves your energy. Before engaging, ask; “Does this move the team forward, or is it just noise?” Some fires burn out faster when left alone. 5. Redirect Energy; Don’t Resist it: Conflict is energy. Instead of shutting it down, shift the focus to “What do we need to move forward?” 6. Rewrite the Conflict: People often see themselves as the hero and others as the problem. Make the issue external, so it’s us vs. the problem, not us vs. each other.     7. Conflict-Resolution Tools: Use models like SCARF (Status, Certainty, Autonomy, Relatedness, Fairness) or Reframing & Preframing Techniques to approach tough conversations with strategy, and not emotion.     8. Steer the Crazy 8, Don’t Ride It: Beware of the emotional cycle of anger, sadness, & withdrawal. Guide energy toward solutions before it cycles into burnout or blowups. What would you add?

How to handle project conflict without killing team morale When managing projects, conflict isn't a matter of if. It's when. Competing priorities. Tight deadlines. Scope changes. They all pile up. How you handle those moments will define your leadership. Here's how you can handle conflict while keeping team trust intact: ✅ Talk TO people, not about them Gossip kills trust. Direct, respectful conversations build it. ✅ Name the tension instead of avoiding it Silence breeds resentment. Clarity gives people a path forward. ✅ Don't take sides, take responsibility Your job as a PM isn't to play referee (at least not always). It's to facilitate resolution. ✅ Protect psychological safety in the room Everyone should feel safe speaking up, even when it's uncomfortable. Build a team culture of trust and transparency. ✅ Hold the follow-up conversation Resolution doesn't end with one chat. Real alignment takes consistency. Building a strong project culture has to be intentional. → Model the behavior you want to see. → Give your team a voice in how things get resolved. → Praise how people handle disagreement. This is how you nip conflict while maintaining the trust of your team. 🤙