The first step we should take if we want to understand things properly is to question our assumptions and reconsider the opinions and conclusions we have reached. This helps us

find our footing and see the way forward. One assumption we need to revisit concerns conflict within a team:

many people have viewed conflict and disagreement as negative, and therefore something to be stamped out by any means necessary.

But the opposite is true. As long as conflict within a team stems from differences in perspectives and ideas, as well as from the way the work is managed or the team itself operates, we should make use of it

rather than eliminate it.

Of course, as we understood from the previous discussion, not every conflict is healthy. The kind of conflict we’re talking about—and encouraging people to make constructive use of—is related

to the work itself and the best way to manage it in order to achieve the team’s desired results. Personal disputes and disagreements, on the other hand, are simply a sign of

a dysfunctional work environment whose underlying problems need to be addressed.

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Can conflict be useful?!

Where can we find fresh ideas and innovative perspectives? Is there any alternative to open discussion and the free exchange of opinions and viewpoints? If the answer is

yes, then all we need to do is open channels for discussion among all team members and give ourselves the opportunity to hear their ideas and perspectives.

Certainly, during this free-flowing discussion, differences in viewpoints will give rise to some conflict. That very disagreement is the benefit that can be

gained from the discussion.

Despite the great importance mentioned above, leaders of different teams must do their utmost to keep this conflict from becoming

destructive. They should also work to strengthen effective, constructive communication among the members of each team.

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Why not acknowledge conflict?!

If we agree that conflict within a team can be beneficial, it is important to acknowledge it—not only that, but to acknowledge destructive conflict as well.

Acknowledging a problem is the first step toward resolving it and putting an end to it.

When it comes to productive, constructive conflict, acknowledging it is how we can realize its benefits and the value it brings

to the organization.

So there is no reason to bury our heads in the sand or deny that conflict or discord exists among the members of the team we are responsible for

leading or supervising.