Resolving Conflict in Teams & Organizations

by Dec 14, 2020Conflict Resolution, Organization Development

A few months ago, I was working with five faculty members of a university sociology department. They were having difficulty getting along with each other. There were lots of conflicts and negative judgments were abundant. I interviewed each one. They were all well-intentioned, bright people with excellent knowledge of group sociology. Regardless, as a group they were a mess. I’ve worked with similar situations many times and understand this dynamic as systemic negative synergy.             

We commonly think synergy as the whole of a system producing a result greater than the sum of its parts working individually. In organizations, teams often produce results beyond the sum their members could produce individually. That is true, but that it is only half the story.

In some situations, as with my five professors, the whole is producing less than the sum of its parts might! You’ve been in teams and in meetings where lack of engagement or overt conflict have wasted time and energy. How could those meetings of well-intended and intelligent people go so wrong? Negative synergy is at work.

Some years ago, Buckminster Fuller defined synergy as the behavior of a system that is unpredictable by the behavior of its parts taken separately. That definition allows for both positive and negative synergy.

Dysfunctional systemic norms cause negative synergy. A good example would be a tacit group norm that says, “Do not speak up even though you know that the meetings suck!” Or a team where the norm is that disagreements too often become acrimonious conflicts with lots of egos in play. The first is an example of systemic conflict avoidance and the second of not enough conflict resolution.

Establishing new norms for teams and organizational culture can turn negative synergy to positive.  The new norms must be modeled by leadership and reinforced by rewards. For a more complete list of ways to shift group norms and organization cultures, check-out my article, “Seven Areas for Changing an Organization’s Culture.”

What have been your experiences with negative synergy? I’d love to hear about them! I’m collecting stories of negative synergy for a book I’m working on! Include any experiences you’ve had in trying to turn that negative synergy to positive synergy! Send them to me at michael@chumans.com.

 

✧✧✧✧✧

Dr. Michael F. Broom is an organization development psychologist who transforms organizations with his 45+ years of wisdom and expertise . Michael Broom smilingSpecializing in developing leaders, building teams, strategic planning, conflict resolution, and performance management, he emphasizes empowerment and excellence.

He is the author of The Infinite Organization and Power, The Infinite Game.

He is a recipient of the OD Network’s Lifetime Achievement Award.

Contact Dr. Broom for a free hour of consultation at chumans.com or email him at michael@chumans.com. You’ll be surprised the difference a single hour can make!

Check out his immediately useful services and programs at CHumanS.com.