Over the years, how many times have you seen experienced professionals self-destruct because they would not engage for fear of conflict? Ostriching and hoping that a conflict passes by you is not the most effective way to solve problems. Conflicts rarely resolve themselves – in fact, conflict normally escalates if it is not dealt with proactively and correctly. It is not uncommon to see what could have been a non-event, manifests itself in a monumental problem if it was not solved very early. Sometimes anything can come on the table to reveal a simple solution that was not obvious before the problems were verbalized. Often, employees feel better simply because they know they have had the opportunity to share their concerns and be heard. Brian V. Moore, teambuilding expert and founder of Celebrating Humanity, says it`s important to create a level playing field where everyone can feel like they can talk without making fun or embarrassed. But just as there are advantages for conflict, there are also negatives. When conflicts do not create innovative solutions, this often leads to destruction. Many employees are not able to work when there are conflicts, even if it is for the creation of new ideas. What tends is that people become angry and negative. They have petty arguments that hurt their relationships with their team members.

They attack and complain about the company`s policy and, in particular, those prescribed by federal law, over which the company has no control. Leaders should also learn about all existing worker protection laws to ensure that workers` rights are not violated. For example, it is not just a conflict to designate a person as a derogatory term; it is discrimination against the worker. This could result in legal action against the company, which could result in bad publicity and costly legal fees. Better work results. If you and your colleagues are constantly asking us if there is a better approach, this creative friction will probably lead to new solutions. “Conflict allows the team to deal with difficult situations, synthesize different perspectives and ensure solutions are well thought out,” says Liane Davey, co-founder of 3COze Inc. and author of You First: Inspire Your Team to Grow Up, Get Along and Getuff Done. “Conflicts are uncomfortable, but they are the source of real innovation and also a critical process of identification and risk reduction.” And there is rarely a fixed value that can be earned in a disagreement. If you and your colleague are arguing about the best way to launch a new initiative – he wants to start in an internal market first and you want to enter several at the same time – you will have to explore the pros and cons of each approach and, ideally, find the best solutions.