The Leadership Problem Solver: Turning Team Conflicts into Collaborative Opportunities

linnearader
Jun 11
4 min read

Introduction

This blog series offers practical strategies for leaders facing common workplace challenges. Drawing from my 19+ years of experience, I'll share actionable solutions that have consistently delivered results for my teams.

While these approaches have proven effective in my experience, I recognize that leadership styles vary widely. These posts represent my perspective rather than universal truths—take what resonates and adapt it to your unique situation. And of course, for issues requiring legal expertise, consult with qualified professionals.

Today's Leadership Challenge: When Differences Feel Personal

If we can work towards the absolute best outcome for this situation, it would be to get these two employees to see the ideas and differences in opinions as a positive and an opportunity for growth.

Today’s challenge is one that we can all likely relate to – employees with differing opinions that interpret the differences as personal attacks. Here’s the situation that was brought to me:

I have two wonderful employees. They both have quite different jobs and work with completely different customer types for our organization. They see every situation differently, from their differing viewpoints, based on their different jobs. No problem, right? Wrong. They each see each other’s differing viewpoint as an attack on their own. I don’t know how to fix this situation.

If we can work towards the absolute best outcome for this situation, it would be to get these two employees to see the ideas and differences in opinions as a positive and an opportunity for growth. Getting to the point that they could discuss the options and bounce pros and cons off each other would provide the greatest benefit for both of them and the organization as a whole.

Root Causes: Why Do Different Perspectives Feel Like Attacks?

How do we get there? First, we need to determine why they feel like these differences in opinions are personal attacks. Is it:

The way the ideas are presented. Are they presented face to face or directly between each other or do they each find out in other ways?
Do their personalities clash? Are the individual’s personalities completely different or too similar?
Are there past interactions that skew their current communication?
Are either, or both, individuals experiencing a lack of confidence or jealousy?

Building Communication Tools: One-on-One Preparation

Meet with each individual one-on-one to make sure they have the tools necessary to get beyond the situation.

Understanding where the misunderstanding or differences come from can offer us a gateway to move forward and beyond these situations. Once we have this understanding, the next step will be to raise each of their awareness of their involvement in the situation. Being very clear that the intent is NOT to assess blame, just to raise awareness. Meet with each individual one-on-one to make sure they have the tools necessary to get beyond the situation. These tools are:

Understanding all aspects of their communication with the other individual. This includes tone of voice, body language, and everything beyond just the words.
Confidence in their job position and abilities. They each need to understand their value and worth, without being cocky or arrogant. When individuals have a lack of confidence, there are far more negative and reactionary.

Advanced Solutions: When Mediation Becomes Necessary

Awareness of the situation and one-on-one conversations may address the situation and allow the team to move on. If not, a mediated conversation is the next step. During the mediated conversation, work through any past interactions that are skewing their current relationship. This can be done through an open and honest conversation identifying the issues and utilizing active listening.

Transformation Takes Time: The Path to Collaborative Growth

When team members interpret differing opinions as personal attacks, it creates barriers to collaboration and innovation. By understanding the root causes of these conflicts, raising awareness without assigning blame, and equipping employees with better communication tools, you can transform these challenging dynamics into opportunities for growth.

Remember that this transformation rarely happens overnight. Be patient with the process and celebrate small wins along the way. When team members begin to value their different perspectives rather than feeling threatened by them, they create a richer, more innovative environment where ideas can be safely exchanged and refined.

Teams that learn to navigate these differences effectively often become the strongest, most cohesive units within an organization. They develop a unique advantage: the ability to examine challenges from multiple angles while maintaining mutual respect.

What challenges have you faced when team members interpret differences as attacks? I'd love to hear about your experiences in the comments.

Your Turn: Share Your Experience

Now that you’ve seen how I would approach this issue, what would you do? Share your ideas and insight. Continue the conversation and keep on sharing! Tell me what worked (or didn't) when you tried these strategies. Your insights could help fellow leaders who are struggling with similar issues.

Submit Your Leadership Challenge

What leadership challenge are YOU facing right now? Share a leadership dilemma you'd like me to address in an upcoming post. I select reader questions for future topics! Comment below.

Email me directly at linnea@leadwithlinnea.com to submit your question. The best submissions will be featured (with permission) in future posts.

And, as always, carry social kindness with you everywhere you go. The world needs you and your positive mindset!