Established, since 1997, leading UK based training provider.
Celebrating 25 years in business! CPD Member - The CPD Certification Service ilm Recognised Provider

Dealing With Conflicts of Interest Within a Team

Dealing With Conflicts of Interest Within a Team

What is the best method for dealing with conflicts of interest within a team?

"When two teams clash, bring them back to the one clear aim of the organisation; shared purpose turns rivals into partners." – Chris Farmer, Lead Trainer, Corporate Coach Group

All organisations exist to achieve their Ultimate Aims.

All organisations consist of subordinate teams, which should work together in a spirit of mutual cooperation to achieve the Ultimate Aim.

Conflicts between subordinate teams are dangerous, because organisations that suffer from internal "civil wars" are highly susceptible to failure.

So, it is important that "conflicts of interests" between warring factions, are resolved quickly.

Ultimately, there can be NO true "conflicts of interests" between subordinate teams, because they are all trying to achieve the same Ultimate Aim.

When there appears to be a conflict of interests, it is resolvable by judging the warring teams "conflicting interests" against the standard of the Ultimate Aim, and we find that one is more valuable (to the Ultimate Aim) than the other.

The general principle is:

If we have to choose between two or more competing interests: We always sacrifice the lesser values for higher ones, ie Whichever of the competing options adds most value to the Ultimate Aim, wins.

Who should make the decision?

The decision is made by the one who is paid to make important decisions, ie The senior person in the room should make the decision.

Decisions are not always binary.

There are many situations where a compromise between competing views is possible.

In that case, we don't need to choose between A and B.

Instead, we use this image to help us decide what to do:

  • One circle is: What Team A wants.
  • Second circle is: What Team B wants.
  • Third circle is: What is logically possible.

Conflict Management and Handling Difficult People : Dealing With Conflicts of Interest Within a Team

The solution to the conflict is to be found in the intersection between the three sets. We are looking for the set of "logically possible conditions" that satisfy the needs of both A Team and B Team.

Please note that this set of conditions is small, when compared to the size of the whole shape. Which means it is often difficult to see. And it may not even exist!

If we get everyone into the same room and we draw the three-circle diagram onto the board and ask all concerned to write down their needs, and their ideas on how we might achieve them, then a "practical compromise solution" may soon be found, by mutual agreement.

If a "mutually agreed compromise solution" cannot be found, then a solution is imposed by the Decision Maker, who uses the organisations Ultimate Aim as the standard, against which to judge the competing claims.

Conflict Management Training

To learn more about handling conflict, please join us on our Conflict Management Training Course.

Definition: team conflict of interest

In business, a team conflict of interest is a workplace clash that arises when two or more internal teams want different actions or resources, each gain hurts the other, yet all teams serve the same overall aim, and one coming decision will settle which desire wins. Remove any one of these points and it is no longer this kind of conflict.

Show CG4D Definition
Context: Business
Genus: workplace conflict
Differentia:
  • At least two internal teams seek clashing gains
  • Each gain helps one team and harms the other
  • All teams share the organisation's overall aim
  • One senior choice on shared resources, rules or action is pending

Article Summary

Solve team conflicts of interest fast: link every option to the organisation’s single aim, search for a win-win in the three-circle overlap, and if none exists let the senior decision maker choose the path that adds most value.

Frequently Asked Questions

Here are some questions that frequently get asked about this topic during our training sessions.


Thought of something that's not been answered? Ask Us Today!

Did You Know: Key Statistics

CIPD Good Work Index 2024 shows 29% of UK workers dealt with a conflict with a colleague or manager in the past year. Acas research (2022) finds workplace conflict costs UK employers about £28.5 billion each year, equal to roughly £1,000 per employee.

About the Author: Chris Farmer

Chris

Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.

Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.

Blogs by Email

Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!

Further Reading in Conflict Management and Handling Difficult People

  • Top Ten Conflict Management Techniques
    Learn ten conflict management techniques to resolve workplace disputes fast, cut stress and boost team productivity by 26%, according to recent surveys.
    Read Article >
  • Six rules for better conflict management
    Use six conflict management rules: stay logical, use facts, see reason over excuse, know when to compromise, and praise progress to stop conflict early.
    Read Article >
  • Fixing Bad Relationships at Work
    Struggling with conflict? Fixing workplace relationships needs clarity, rationality and positivity. Use calm language, drop verbal anger and rebuild trust.
    Read Article >
  • Dispute Resolution
    Learn five dispute resolution options-persuasion, negotiation, coercion, force and walking away-and see when each suits conflict at work before it harms results
    Read Article >
  • How to Handle the Workplace Bully
    Learn practical ways to tackle workplace bullying: say no, collect evidence, know the law and guide managers to act fast. Handle a bully at work confidently.
    Read Article >

Looking for Conflict Management Training?

If you're looking to develop your Conflict Management and Handling Difficult People Skills, you may find this Conflict Management Training Course beneficial:

Open Training Course Pricing and Availability

9 September
Birmingham
£475 +VAT
15 September
Online - Teams
£475 +VAT
17 September
Gloucester (M5 J11)
£475 +VAT
30 September
London - Central
£475 +VAT
More dates and locations available
Save £50 on this course

Next Open Course Starts in 7 days, Birmingham, places available Book Now >