Mid-level managers are the core of the organizational culture and responsible for guiding and supporting others through organizational change. As such, handling dissent among supervisors is a critical skill. Discord and disagreements among supervisors, if not managed effectively, can disrupt team harmony, hinder productivity, and create a toxic work environment. A positive resolution begins with understanding the root causes of these conflicts and implementing effective strategies to turn conflict into the optimal possibility for a win-win collaboration.
Unlock the potential of your team with these five powerful strategies designed to help middle managers effectively navigate and resolve conflict among supervisors:
1. Be Open That Conflict May Bring a Positive Result.
Leading and maintaining a cohesive and high-performing team begins with a clear mindset and perspective to see possibilities. First, understand your purpose and any bias you may have toward resisting and/or avoiding conflict. Remember, engaging in conflict isn’t always negative or counterproductive. By uncovering needed changes, conflict can have positive outcomes that can be very helpful in the department or for the team. Through self-awareness, the manager can respond thoughtfully, strengthening her/his team.
ACTION STEPS:
- Do not react. Take a minute to embrace the conflict.
- Recognize the potential for conflict to bring about positive change and growth.
2. Clarify Roles and Expectations
One of the most common sources of conflict in any team is the lack of clarity around roles and responsibilities. When supervisors are unsure of their duties or feel their roles overlap, misunderstandings and disputes are likely to occur. As a middle manager, an important step in managing dissent is to ensure that each supervisor understands their specific responsibilities and how their role and performance contributes to the overall goals of the team.
ACTION STEPS:
- Conduct regular meetings to review task accomplishments and clarify roles.
- Provide written job descriptions and update them as necessary.
- Establish clear lines of communication for addressing questions about responsibilities.
- Communicate regularly (not just during the annual review) to each supervisor about how their contributions make a difference to the entire team and department.
3. Promote Empathy
Empathy is a powerful tool in conflict resolution. Encouraging supervisors to understand and appreciate each other’s perspectives can significantly reduce tensions and prevent conflicts from escalating. By promoting empathy, supervisors are more likely to engage in constructive dialogue, identify common interests, and collaborate effectively. This approach not only enhances interpersonal relationships but also contributes to a more inclusive and supportive work environment, where diverse viewpoints are valued and integrated into decision-making processes.
ACTION STEPS:
- Facilitate team-building activities that focus on understanding others, developing empathy.
- Encourage open discussions where supervisors can share their viewpoints.
- Lead by example by showing empathy in your interactions with the team.
4. Develop Problem-Solving Skills
Investing in training that enhances conflict resolution abilities can equip supervisors with the tools they need to manage disputes effectively and transform conflict into collaboration. Developing these skills not only helps in resolving current conflicts but also builds a foundation for handling future disagreements more constructively. Moreover, training in conflict resolution promotes a proactive approach to potential issues, encouraging supervisors to address minor concerns and enhance collaboration, before negative conflict escalates into major problems.
ACTION STEPS:
- Organize workshops and training sessions on conflict resolution and problem-solving.
- Provide resources such as books, articles, and online courses on effective communication and mediation.
- Encourage supervisors to reflect on the positive aspects of conflict.
- Facilitate supervisors practicing these skills in real-life scenarios.
5. Seek External Mediation
In some cases, internal efforts may not suffice to resolve negative conflicts, especially when disputes are not addressed when still small or are complex or deeply rooted. Seeking an external mediator can provide an unbiased perspective, facilitating a fair and impartial resolution. External mediators are trained professionals who bring expertise in conflict resolution, including advanced negotiation techniques and a deep understanding of human dynamics. Their neutrality ensures that all parties feel heard and respected, which is crucial for reaching a sustainable agreement.
ACTION STEPS:
- Identify qualified external mediators or conflict resolution experts.
- Schedule sessions when internal resolution attempts have been exhausted.
- Ensure that all parties are open to and prepared for the mediation process.
Managing dissent among supervisors is a crucial responsibility for mid-level managers. By 1) being self-aware of your immediate reactions and bias that all conflict is negative, 2) taking initiative to clarify roles and expectations, 3) promoting empathy, 4) developing problem-solving skills, and/or 5) seeking external mediation, when necessary, you can effectively handle negative conflicts, or transform conflict into collaboration, and maintain a harmonious and productive team environment. Implementing these strategies not only prevents or resolves current issues, but also builds a foundation for a more collaborative and resilient team in the future.
Stay tuned for more insights and tips on leadership development in future blog posts. Until next time, keep leading with purpose and passion!
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Dr. Cheri Rainey is the CEO/Founder of Rainey Leadership Learning, partnering with leaders to support the entire employee life cycle.