We find two common types of conflict in organisations, both relate to teams. The first is conflict within teams – for example, when two teams have merged into one, with issues of identity or focus unresolved. The second is conflict between teams – for example where there are inter-dependencies around a core process.

Three things matter in achieving a resolution. Firstly, awareness – everyone involved needs to understand that there is a problem, its impact, and the consequences of not resolving it.  Secondly, there needs to be a safe space where people can air their views and listen to different perspectives. Thirdly, there must be a rigorous process or model to enable an effective resolution.

Coaching teams to create the right environment and work through a process is a core Q. Learning capability. Team conflicts are never easy, and sometimes there is a lot of baggage to account for! But in the end, progress and resolution is always possible!