![]() ![]() The leader must promote this open exchange over and over again until it becomes accepted. Leaders can help develop this commitment by encouraging each team member to contribute to every discussion. "Commitment is a function of two things: clarity and buy-in." A lack of commitment will make it impossible to achieve a consensus among a team, leading to disinterest, resentment, and stagnation. People just won't buy into something if they feel that their opinions and thoughts weren't discussed. When teams use productive conflict, it makes it easier for them to commit and buy-in to decisions. Because they have support from their leader and other team members to go beyond their comfort zone, creative conflict will be accepted as a normal part of the team's process. Once a team begins to see that conflict is not something to fear, they will become a healthier, more productive team. Leaders must encourage debate and teach people that conflict can be a positive thing. If it's not a little uncomfortable, then it's not real. "I don't think anyone ever gets completely used to conflict. ![]() As long as a team fears conflict, it will be difficult to break new ground, gain overall consensus for decisions, and lead to people avoiding any conflict. Without this foundation of trust, conflict becomes just another hurdle instead of a healthy way to interact and create. Trust leads to the ability to use conflict productively. ![]()
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