What if I told you that the conflicts in your team could be the best thing to happen to your organization? Sounds counterintuitive, right? But here’s the truth: conflict, when managed correctly, is often the birthplace of innovation, clarity, and stronger relationships. In my experience as a U.S. Navy nuclear submarine officer (where we quite literally could not get away from each other for months on end!) and a turnaround CEO, I’ve learned that restoring harmony in strained teams is not about avoiding conflict but leveraging it. It’s about addressing the tension head-on and guiding your team to become stronger on the other side.
But here’s the challenge: many leaders shy away from conflict, hoping it will resolve itself. This avoidance can devastate team dynamics and productivity. Unaddressed conflict is one of the primary reasons teams fail to achieve their potential. Still, teams who navigate tough conversations well are significantly more likely to overcome obstacles and boost productivity. Two books I most often recommend teams read together when struggling with conflict or undercurrents of tension during the leadership development portion of their daily stand-up are The 5 Dysfunctions of a Team by Patrick Lencioni and Crucial Conversations by Patterson, Grenny, McMillan, and Switzler.
If conflicts strain your team dynamics, here’s how to restore harmony and create an environment that promotes collaboration and innovation.
1. Address the Elephant in the Room: Open Dialogue is Essential
One of the biggest mistakes I’ve seen in strained teams is the tendency to ignore or sweep conflict under the rug. On a nuclear submarine, where stakes are high, we couldn’t afford to let unresolved issues simmer. Every disagreement had to be aired out because, in the confined quarters of a submarine, teamwork isn’t optional—it’s a matter of survival. The same principle applies in business.
What I love about Crucial Conversations is that it reveals avoiding tough conversations leads to resentment, miscommunication, and even disengagement. As a leader, you must create a safe space for your team to address conflicts openly and respectfully. Encourage your team to have those difficult but necessary conversations. When people feel heard, tensions ease, and solutions emerge. This doesn’t mean playing referee—it means creating an environment where candid dialogue is expected and valued.
2. Reference Your One-Page Purpose Plan: Purpose, Values, and Vision
When team members are in conflict, it’s often because they’ve lost sight of the bigger picture. They’re focused on personal grievances or departmental silos, not on the common goal. In my work as a turnaround CEO, one of the first things I’d do with a struggling team was introduce and create a One-Page Purpose Plan. This simple yet powerful tool brings clarity, alignment, and focus to teams by clearly defining the company’s purpose, values, and goals on a single page.
The One-Page Purpose Plan acts as a shared roadmap that unifies the team. When people understand the broader mission and see how their work contributes to it, they’re less likely to get bogged down in petty disputes. Purpose brings perspective, and a team that’s united around a common goal is far more likely to put aside differences and work together. Make sure every team member knows your organization’s mission and values—this shared understanding fosters collaboration and accountability.
3. Diagnose the Dysfunction: Understand the Root Cause of the Conflict
Not all conflicts are created equal. Some are based on misunderstandings, while others stem from deeper issues, like lack of trust or unclear roles. This is where I love reading The 5 Dysfunctions of a Team together as it provides valuable insight. According to Lencioni, the five core dysfunctions—absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results—are often at the heart of team breakdowns.
As a leader, you must diagnose where the dysfunction lies. Is there a lack of trust between team members? Are people afraid to speak up? Are they unclear about their roles or responsibilities? Once you understand the root cause, you can take targeted steps to address it. For instance, if trust is lacking, start by creating opportunities for team members to connect on a personal level. If accountability is the issue, implement clearer processes for tracking progress and performance.
4. Model Calm, Composed Leadership: Set the Emotional Tone for the Team
In both the high-stakes environment of a nuclear submarine and the turbulent world of corporate turnarounds, I’ve learned that a leader’s emotional state sets the tone for the entire team. When conflicts arise, it’s natural for tensions to escalate, but your response as a leader is critical. If you panic or react emotionally, your team will follow suit.
Instead, model calm and composed leadership. Stay solution-focused rather than getting drawn into the drama of the conflict. As Crucial Conversations points out, when stakes are high, people look to leaders for cues on how to respond. By remaining steady, empathetic, and decisive, you send a message that while conflicts may arise, they will be managed constructively, and solutions will be found.
5. Focus on Solutions, Not Blame: Implement Collaborative Problem-Solving
Once the issues have been aired and the root causes identified, it’s time to shift focus from the problem to the solution. In the Navy, this was an essential part of our protocol. We didn’t waste time pointing fingers—we were trained to assess the situation, identify the problem, and then move quickly into solution mode. This mindset was equally valuable in turning around companies that were spiraling out of control.
Encourage your team to engage in collaborative problem-solving. Instead of assigning blame, ask open-ended questions like, “What can we do differently next time?” or “How can we move forward from here?” This type of forward-thinking dialogue not only resolves the immediate conflict but also builds resilience within the team for handling future challenges.
6. Reinforce Core Values to Sustain Harmony
Finally, sustaining harmony in the long term comes down to reinforcing your core values. This goes beyond just stating your organization’s values on paper—it’s about integrating them into every aspect of the work culture. Whether it’s through performance reviews, team meetings, or day-to-day interactions, core values must be lived and breathed by everyone in the organization.
A One-Page Plan that includes purpose, vision, and core values keeps everyone aligned. When team members know what the organization stands for, they’re more likely to act in ways that support harmony and productivity. It also gives you a framework for resolving future conflicts, as you can always refer back to those shared values.
From Conflict to Collaboration
Restoring harmony and boosting productivity in a team strained by conflict is not only possible—it’s an opportunity to strengthen the team’s foundation. By fostering open dialogue, aligning your team around a One-Page Purpose Plan, addressing the root causes of conflict, modeling calm leadership, and focusing on collaborative solutions, you can turn discord into a catalyst for growth.
Remember, conflict is inevitable, but it doesn’t have to be destructive. With the right leadership approach, it can become a stepping stone to greater collaboration, innovation, and success.
Citations:
- The 5 Dysfunctions of a Team by Patrick Lencioni.
- Crucial Conversations by Patterson, Grenny, McMillan, and Switzler.
- Forbes, “The Emotional Impact of Leadership During Conflict,” 2021.