6 Critical Mistakes of a Leader That Lead to Conflicts in a Team
Posted: Sun Feb 02, 2025 8:54 am
It is worth noting that conflicts in a team are quite common, the result of the fact that the team consists of different people who have their own point of view. Such a team will work many times more effectively than if everyone thought the same way.
It's one thing if the conflict is constructive and is a consequence of the work process, and quite another when the initiator of the quarrel is the manager himself. We will tell you what mistakes to avoid in order to prevent this.
Mistake 1. Too vague formulations of goals and objectives
A manager is not a supervisor. Initially, he creates conditions for comfortable and productive work. For this, a clear statement of the task and the presence of a specific goal for the entire team are important.
To avoid misunderstandings and, as a consequence, conflicts, the manager must clearly formulate assignments and deadlines for their implementation. It will be important to make sure that all employees understand each other.
When each employee in a cameroon email list team has the opportunity to realize their abilities and feels the usefulness of their actions, the risk of conflict is reduced to a minimum.
Too vague formulations of goals and objectives
Another way to avoid this mistake is to set clear KPIs for your employees. When everyone is busy with their own work to achieve a common goal, there is not much time for arguments.
Mistake 2: The manager acts as if nothing happened
It happens that the manager considers it unnecessary to interfere in the lives of ordinary employees. Or he simply does not have time for it. He is busy with global business development, strategic planning of the company, and does not think at all about the efforts it costs the whole team. The external well-being of the company is much more important to him.
But disputes over work issues, which, by the way, can be quite constructive, can easily develop into serious interpersonal conflicts. And in this case, the sooner the manager directs them into a constructive and peaceful channel, the less likely it is that you will have to decide who is right and who is wrong.
Arising disputes cannot be left to chance, as inaction may cost more later. More and more employees will be drawn into the conflict, and the relationship will become more complicated.
It's one thing if the conflict is constructive and is a consequence of the work process, and quite another when the initiator of the quarrel is the manager himself. We will tell you what mistakes to avoid in order to prevent this.
Mistake 1. Too vague formulations of goals and objectives
A manager is not a supervisor. Initially, he creates conditions for comfortable and productive work. For this, a clear statement of the task and the presence of a specific goal for the entire team are important.
To avoid misunderstandings and, as a consequence, conflicts, the manager must clearly formulate assignments and deadlines for their implementation. It will be important to make sure that all employees understand each other.
When each employee in a cameroon email list team has the opportunity to realize their abilities and feels the usefulness of their actions, the risk of conflict is reduced to a minimum.
Too vague formulations of goals and objectives
Another way to avoid this mistake is to set clear KPIs for your employees. When everyone is busy with their own work to achieve a common goal, there is not much time for arguments.
Mistake 2: The manager acts as if nothing happened
It happens that the manager considers it unnecessary to interfere in the lives of ordinary employees. Or he simply does not have time for it. He is busy with global business development, strategic planning of the company, and does not think at all about the efforts it costs the whole team. The external well-being of the company is much more important to him.
But disputes over work issues, which, by the way, can be quite constructive, can easily develop into serious interpersonal conflicts. And in this case, the sooner the manager directs them into a constructive and peaceful channel, the less likely it is that you will have to decide who is right and who is wrong.
Arising disputes cannot be left to chance, as inaction may cost more later. More and more employees will be drawn into the conflict, and the relationship will become more complicated.