Conflicts within teams are as old as human collaboration itself. They’re inevitable, and in many ways, essential. But how we perceive and address these conflicts can determine the trajectory of a team’s growth.
Latent vs. Open Conflict All teams, regardless of their cohesion or camaraderie, experience conflict. It’s an inevitable part of the group dynamics. Conflicts can exist in two forms:
- Latent Conflict: This is the hidden form of conflict. Just because a team appears to be conflict-free doesn’t mean it is. In many cases, the conflict is simply submerged, lurking beneath the surface. Such latent conflicts can be damaging in the long run, much like a dormant disease. They can simmer beneath the surface and erode the very foundation of a team. A study published in the Journal of Organizational Behavior (2011) found that unresolved latent conflicts can lead to reduced team performance and decreased job satisfaction.
- Open Conflict: This is the visible form of conflict, where disagreements are voiced and can be addressed. Although often perceived negatively, open conflicts can be constructive, provided they are managed effectively. They are, in fact, often the first step towards resolution.
Contrary to the common perception, conflicts aren’t always detrimental. Every conflict presents an opportunity for social engineering. How teams address and resolve conflicts shapes their culture. It’s through these repeated interactions and resolutions that social groups evolve.
This perspective aligns with classic sociological theories, such as that of Emile Durkheim, who posited that conflict helps in creating social cohesion by defining boundaries. When a team resolves a conflict, it’s essentially forging new pathways and establishing new “social institutions” within its microcosm.
The Role of Scrum Masters and Conflict Resolution In the Agile world, Scrum Masters play a pivotal role in team dynamics. Their responsibilities extend beyond mere task management. Without a foundation in social psychology or a keen sense of observation, they may overlook critical conflicts, especially the latent ones. An inadequately managed conflict, especially in Agile teams, can amplify costs and inefficiencies. According to a report by Project Management Institute (PMI) in 2017, poor conflict management was identified as a major cause of project failure.
The dynamics of team conflicts are intricate, deeply rooted in our evolutionary past, and central to our social structures. Addressing conflicts, especially in their latent forms, isn’t just about immediate problem-solving. It’s about shaping the cultural and social fabric of the team. For modern teams to thrive, recognizing, addressing, and channeling conflicts productively is of paramount importance.
