In traditionally managed teams or organizations with hierarchical structures, any conflicts within the team get escalated to the leader to resolve. It could involve shifting of deadlines for least priority projects, any co-worker not being efficient enough or about some feedback needed on work. For modern organizations working with a flat structure, this does not apply as the conflicts need to be resolved internally with minimum outside intervention. For this, open communication within the team is necessary. A system known as Poker Planning may be used for this. Here dissenting voices are actually encouraged to come up with their viewpoints, followed by a vote on all major suggestions drafted. This technique is very popular among software developers but maybe used by others as well. Unlike the traditional teams, here the onus on talent management is on the members themselves so they need to understand that accountability needs to be held firm. A system of “blameless postmortem” ought to be applied where each failure is scrutinized to improve performance, not to pin the blame on any individual. One may even have such discussions with other teams within the organization. Any problem identified needs to be quantified to analyze the true impact of the situation. This encourages creative solutions to be devised and enables alignment around the main issue at hand.

Source:https://hbr.org/2017/04/how-self-managed-teams-can-resolve-conflict?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=17026575&spUserID=OTY0OTMwNTk5NwS2&spJobID=1001450638&spReportId=MTAwMTQ1MDYzOAS2

Uploaded Date:05/07/2017