How to deal 

with a
conflicting team member

TAKUDZWA ASHTON MUZENDA 

39207
1.  Acknowledge the
Conflict
• Avoid anger buildups by facing the
conflict head-on and letting your teammate
know you disagree with their course of action .

 While not always pleasant, getting these small

disagreements out in the open can help head off
future disputes.
2. Stop and
Cool Off
• These
negative behaviours cause co-
• Take a minute to think through the course of action you
workers to distrust you and view
would like to pursue. Avoid destructive behaviors like: 
-Pointing fingers your argument tactics as
-Insults manipulative. Going directly to the
-Ultimatums and rigid demands source of the conflict and rationally
-Defensive attitudes
_Complaining behind teammates backs
discussing your issues will gain you
-Making assumptions about others behaviors a lot more ground in the workplace
than using unscrupulous methods.
3. Don’t wait or
sweep it
under the rug:
• Addressing conflict as it occurs encourages a
solution-oriented mindset further diffusing the
situation and prevents it from escalating.
4. Give time to the 
member to express
themselves

• Adequately timing discussions give employees the space to

express how they feel and equalizes the playing field. 
5. Neutralize
discussions

• Meditation goes a long way. Use effective

communication to maintain a solution-oriented
mindset. Use language that prevents blame, and
allow each employee to speak about their
situation.  
6. Follow up

• It’s your responsibility as a leader to make sure that employees

are adjusting their behavior. Book a follow-up meeting to discuss how the
conflict has evolved and remain inquisitive during regularly scheduled 1-
on-1s.
WHY YOU NEED CONFLICT

• Conflict is a normal part of any relationship – personal 
or professional, so don’t be surprised when it inevitably
 pops up.
1.  Conflict prevents 
 group-thinking. 
•  When your team members aren’t afraid to share 
their opinions and disagree with each other, you’
ll avoid those Yes
sir  scenarios where everyone signs off on a
 terrible idea because they’re afraid to speak up.
2. 
CREATE COMMUNICATION E
• From the get go, give your team the language 
XPECTATIONS and expectations that they can and should 
communicate directly wit h each other. 
•   Getting you involved should only focus on 
helping them have the conversation with  their 
colleague,  not requesting you  to do the dirty 
work for them.
 3.  COACH  THEM 
 ON  HOW TO 
  DEAL  WITH  IT
THEMSELVES
•   When you give them the skills to solve conflicts 
  by  themselves,   you’re teaching 
them something they can use in any area of   
their life and you’re empowering them to 
take action. 
In conclusion
USE ENNEAGRAM TO UNDERSTAND 
    EACH OTHER

It’s a model that helps you discover how yo
ur leadership style impacts your work and th
ose you lead.