Why is it important?
The Circles of Conflict model, adapted from the work of Christopher Moore, acts as a diagnostic tool that helps you to dissect and understand the underlying issues behind team disputes. By categorizing conflicts into Data, Relationship, Interest, Structure, and Value, you can develop targeted strategies to address and resolve them. Failing to recognise and act upon these can lead to a decline in team morale and efficiency.
Explained
Think of the model like a toolbox where each tool addresses a different kind of repair job. Just as you wouldn't use a hammer for a screw, you wouldn't approach a Value conflict with the same strategy as a Data conflict. Each category requires a unique approach, and recognising this can be as crucial as knowing when to switch from a wrench to a screwdriver during a complex repair job.
How to apply?
Here's how you can bring the model to life in your team’s day-to-day activities:
- Data Conflicts: Implement a clear communication protocol. Maybe start a weekly email roundup of critical information. Have a source of truth for major analytics, projects, or working documents.
- Relationship Conflicts: Invest in team-building activities. Consider something as simple as a monthly team lunch. Whatever you choose, make sure you put your heart into it, otherwise it will fall flat.
- Interest Conflicts: Facilitate a meeting with the conflicting parties, focused on resource distribution, where everyone gets a say. Act as a moderator and make sure the emotion stays at a low and objective level.
- Structure Conflicts: Have an open-door policy for a week where team members can express concerns about organisational issues. Next time you do a reorganisation, get everyone to have a say before the decisions are made.
- Value Conflicts: Organise a "Values Workshop" where the team can share and discuss their core values and how they can coexist within your team's culture.
