I was approached by an organization this week to help them deal more effectively with conflict amongst their teams. It seems that the company had gone through a few mergers that resulted in disconnected teams as well as discontented team members. In particular there appeared to be little communication between supervisors, as each was holding on to their ways of planning and executing. It was even described to me as: “Old timers want to keep the old mindset.” Not a very positive way to look at working though issues.
Thinking about how to approach this organization’s issues, I began to get a tightening in my stomach. I questioned what the real challenges were and why they were happening. After speaking with some of the people in the company, I came to realize that they had gone from a small, more family type culture to a bigger workplace with many diverse backgrounds. Team members were fearful to bring up their concerns so issues got pushed aside-or so they thought.
Here are five strategies to overcome conflict between seasoned team members and new team players:
1. ADMIT THE PROBLEM
The first step that this organization has to take, which they are taking, is being honest about the team conflict. Take a hard look at what is happening and why. If team members are feeling afraid to speak up and share their concerns, leadership has to be aware and address that. If some people who have been in a company for a long time are missing the camaraderie of a family culture, then tackle that. Whatever is the real disconnect, make sure to allow it to emerge.
2. BRING BOTH SIDES TOGETHER
Whether a team member is seasoned or a newbie, both perspectives are critical to the success of an organization. That means, set up time to pull everyone together and learn about one another.
- Share some personal stories
- Identify what each member feels is important to keep
- Discuss the pros and cons of the changes
- Allow people to vent
3. CREATE A PROFESSIONAL LANGUAGE
If communication is iffy at best, then work on ways to develop effective strategies. Using clear, open and respectful language is so essential when sharing responsibilities and roles. Listen and then listen some more to what each individual is really saying. Make sure there is understanding and clarity.
[Tweet “Successful teams communicate by using professional language.”]
4. LEARN FROM EACH OTHER
Commit to being open to learning from everyone-seasoned and newbie alike.
- Have the “old timers” roll out why certain procedures work for them
- Encourage newbies to explain how they might improve the process
- Develop mentoring and reverse mentoring programs and pair team members with people with different views from theirs
- Try not to prejudge or make decisions before hearing one another out
[Tweet “Reverse mentoring can help seasoned team members and newbies grow.”]
5. FORM A NEW TEAM SPIRIT
The ultimate goal is to create a new team culture and spirit that captures both vantage points of the seasoned team members and the newbies. Decide on what values are most important and when conflict comes up, be willing to work through it with respect and care for one another. Empower each person on the team to lead from wherever they are.
How have you led a team with seasoned members and newbies? What other actions did you take?
Download my Ebook of Empowering Leadership Exercises to help your team with colliding seasoned leaders and newbies.
I’ve been on this boat more than a few times. I worked for an organization that was acquired. Before the acquisition, it was a small, intimate, family culture and the new org was one of the largest on the planet. Before the merger was finalized, the CEO of the small org had 100% of the employees around the world go through DiSC training. He wanted to give people the tools to not only understand how they approach others in the workplace but how to flex their default style to meet people where they are instead of staying in their old silos. Worked wonders.
Great tips and ideas here, Terri! Will share!
~ Alli
Thanks for sharing your great story with us Alli! I love what the CEO did in wanting to get to know his team family more deeply. The organization I am working with wants to focus on communication and that will be where I place my emphasis. Will let you know how it all turns out.
Thanks Alli for these wonderful insights!
Terri, This is such an important list! I really resonate with your #1 “admit the problem.” Just getting it out there is such an important start.
The first and most critical step in pulling a team together with conflict is acknowledging that there is a problem and defining that problem clearly. When we start to delve into the real cause of seasoned team members and newbies facing challenges, we learn what is truly driving the divide. That issue may not be apparent without more exploration.
Thanks Karin for adding to the dialogue!
Excellent points.
However “Patience” of parties (up to great extent) also plays a role.
Zafarmanzoor
Engr. Pakistan.
I agree that patience is so important too. Seasoned leaders must remind themselves of how they felt when they were new to a job and how much they appreciated long time team players having patience and being open minded.
Thanks for stopping by Zafarmanzoor and sharing your insights!
Terri
I love finding the path through conflict!
And especially agree with the ideas of facing the conflict instead of hiding from it, and reverse mentoring. Both groups have so much to gain from each other – when they get past their fears and perceptions.
I love your idea of: “getting past fears and perceptions”! Sometimes seasoned leaders fear the newbies will take over and they will not have a place. The reality is that together experienced leaders and newbies can build high performing teams, leveraging each other’s strengths and gifts.
Thanks Chery!
Great article Terri! I have been through this before and you provide great tips on how to bring the two sides together. Thank you for your leadership!
I appreciate your continued support, Cynthia! Thanks for being such a great role model in leadership!