How to Manage Conflict in a Team and Strengthen Accountability

Conflicts in small businesses can erode morale and productivity, but with the right approach, they can spark growth and collaboration. In deAsra Foundation’s dreamBIG series, Anand Godse interviewed Mr. Adwait Kurlekar, a 30-year expert in strategy and HR, who shared practical insights on how to manage conflict in a team. 

Hosted by deAsra Foundation, this discussion, enriched by deAsra’s blog, offers team risk management strategies for Indian entrepreneurs leading nano enterprises (3–15 employees). Combining Mr. Kurlekar’s advice with modern conflict resolution techniques, this blog equips industry leaders to address disputes, clarify roles, and foster accountability in small teams.

Understanding Conflict in Small Teams

In small businesses, conflicts often stem from unclear roles, ego clashes, or competition for influence, such as vying to be the owner’s “number two.” Effective team risk management strategies focus on identifying root causes, such as miscommunication or differing work styles. For example, a team member may feel sidelined if tasks overlap, leading to tension. Mr. Kurlekar stresses, “Clarity in communication prevents finger-pointing.” Unlike corporations with formal HR systems, small businesses rely on the owner to resolve disputes, making how to manage conflict in a team a hands-on task.

Conflicts aren’t always negative. When handled well, they can clarify expectations and strengthen team bonds. Proactive team risk management strategies help leaders turn disputes into opportunities for growth.

Proactive Team Risk Management Strategies

Preventing conflicts is as vital as resolving them. Here are key team risk management strategies to minimise disputes and build accountability:

1. Clarify Roles with RACI: The RACI model (Responsible, Accountable, Consulted, Informed) defines who handles what, reducing ambiguity in small teams where roles often blur. This clarity prevents overlap-driven conflicts.
2. Promote Open Dialogue: Create a space where team members feel safe to share concerns. Face-to-face discussions, as Mr. Kurlekar suggests, allow leaders to read body language and ensure understanding, strengthening how to manage conflict in a team.
3. Establish Team Norms: Set clear guidelines for respectful behaviour. For instance, agreeing to avoid personal attacks during disagreements fosters collaboration and reduces tension.

These strategies lay a foundation for accountability, ensuring conflicts are less likely to disrupt operations.

Resolving Conflicts Constructively

When conflicts arise, how to manage conflict in a team requires a structured approach. Insights from Mr. Kurlekar and modern practices suggest:

1. Pinpoint the Cause: Determine if the conflict is task-related (e.g., differing project approaches) or interpersonal (e.g., ego clashes). A sales team member arguing over client priorities may reflect unclear roles.
2. Hold Neutral Discussions: Conduct meetings in informal settings, like a break room, to encourage open dialogue. Mr. Kurlekar notes, “Communication isn’t just words; body language is equally important.” Listening actively ensures all parties feel valued.
3. Focus on Collaborative Solutions: Guide teams to brainstorm solutions rather than assign blame. For example, if two employees disagree on a marketing plan, aligning on shared goals can lead to a win-win outcome.

These steps enhance team risk management strategies, turning conflicts into productive discussions that maintain team harmony.

Tackling Ego Clashes and Power Dynamics

Ego clashes, often over who has the owner’s ear, are common in small teams. To manage these, how to manage conflict in a team involves:

• Transparent Role Clarity: Use RACI to define reporting lines, reducing competition for influence. This promotes fairness and strengthens team risk management strategies.
• Neutral Mediation: If tensions escalate, a neutral mediator can ensure impartiality. This prevents favouritism perceptions, which can worsen conflicts.
• Team-Building Initiatives: Activities like collaborative workshops build empathy and reduce personality clashes. Learning from peers in other industries, as Mr. Kurlekar suggests, can refine these approaches.

Addressing power dynamics transparently keeps conflicts from undermining team cohesion.

Building Accountability

Accountability ensures conflicts don’t derail progress. Combining Mr. Kurlekar’s advice with modern strategies, leaders can foster accountability:

1. Define Responsibilities Clearly: RACI not only prevents conflicts but also holds team members accountable. For example, in a retail team, specifying who manages inventory versus customer service avoids disputes.
2. Provide Balanced Feedback: Offer constructive feedback privately for issues and publicly for achievements. Mr. Kurlekar advises, “Good feedback, both; bad feedback, private,” to maintain morale and accountability.
3. Create Action Plans: Post-conflict, set group action plans with clear deadlines. This ensures follow-through, reinforcing team risk management strategies.

These practices ensure team members own their roles, boosting productivity and trust.

Fostering Trust and Fairness

Trust is vital for how to manage conflict in a team. Mr. Kurlekar emphasises a family-like culture where employees feel supported, especially during crises like medical emergencies. Transparency about business progress, without sharing financials, aligns teams with goals and builds loyalty.

Modern insights add:

• Psychological Safety: Encourage team members to share ideas without fear of judgment. This reduces unspoken frustrations that spark conflicts.
• Equitable Resolution: Ensure all parties have equal opportunities to speak during disputes. Fair treatment prevents biased perceptions, strengthening team risk management strategies.
• Emotional Intelligence: Leaders who empathise with team members’ perspectives can de-escalate tensions effectively, fostering a collaborative environment.

A trusting culture supports how to manage conflict in a team by encouraging open dialogue and fairness.

Using Technology to Support Conflict Management

Technology can aid in managing conflict in a team when used strategically. Mr. Kurlekar suggests simple tools like WhatsApp groups for clear communication. For example, a retail team can use WhatsApp to clarify shift duties, reducing misunderstandings.

Additional team risk management strategies include:

• Task Management Tools: Platforms like Trello track responsibilities, minimising role-related conflicts by ensuring clarity.
• Anonymous Feedback Systems: Tools like Workmates by HR Cloud allow team members to raise concerns anonymously, helping leaders spot conflict triggers early.

Technology should streamline communication and accountability, not overwhelm small teams.

Avoiding Common Pitfalls

A key mistake in how to manage conflict in a team is assuming issues will resolve themselves. Mr. Kurlekar warns that informal communication, like breakroom gossip, means everyone is aware of business happenings. Hiding issues erodes trust, so transparency is crucial.

Other pitfalls include:

• Favouring One Side: Leaders must stay neutral to avoid escalating conflicts or damaging morale.
• Ignoring Underlying Issues: Focusing on arguments without addressing root causes, like unclear roles, leads to recurring disputes.
• Skipping Follow-Up: Without regular check-ins, resolved conflicts may resurface. Monitoring progress ensures lasting solutions.

Avoiding these errors strengthens team risk management strategies and team unity.

Conclusion

Insights from Mr. Kurlekar in the dreamBIG series, paired with modern team risk management strategies, offer a blueprint for how to manage conflict in a team while strengthening accountability. By clarifying roles, promoting open dialogue, and addressing disputes transparently, entrepreneurs can transform conflicts into growth opportunities. 

As Mr. Kurlekar advises, “Clarity in communication prevents finger-pointing.” Leverage tools like RACI, ensure fairness, and seek mentorship from platforms like deAsra to build resilient, accountable teams that drive success.

FAQs

1. How does RACI help with conflict management?
RACI clarifies roles, reducing disputes over tasks. It defines who is Responsible, Accountable, Consulted, and Informed, boosting accountability and team risk management strategies.

2. Why is face-to-face communication key?
It ensures clarity and trust by reading body language, preventing miscommunication. This supports how to manage conflict in a team effectively.

3. How can leaders address ego clashes?
Transparent roles and neutral mediation reduce competition. Team-building fosters empathy, enhancing team risk management strategies for harmony.

4. Why does trust matter in conflict resolution?
A trusting culture encourages open concerns, easing resolutions. Transparency builds loyalty, supporting how to manage conflict in a team.

5. How does technology aid conflict management?
Tools like Trello clarify tasks, while anonymous feedback platforms spot issues early, streamlining team risk management strategies.