Reframing Conflict: How to Harness the Power of Disagreement for Better Decision-Making 

By Kris Schinke

Conflict is often viewed as a disruptive force, something to be avoided or quickly resolved to restore harmony. However, this perspective overlooks the potential of conflict as a catalyst for better outcomes. Understanding its benefits can lead to more effective problem-solving and decision-making processes. Read on to learn how conflict, when managed constructively, can enhance decision-making and drive organizational success, and how specialized support can help leverage this approach. 

Conflict – It’s Complicated! 

When you think of “conflict,” there’s a pretty good chance that your initial word or imagery association is not a positive one.  For years, the concept of conflict has been portrayed as an unnecessary distraction in the workplace and something which should be avoided, managed, or resolved as quickly as possible to attain team harmony.  Certainly, there are many instances of destructive conflict in the workplace which manifests as harassing, abusive, or otherwise toxic behaviour.  In these cases, a thoughtful and disciplined approach to either correcting poor behaviour or removing it from the workplace entirely is a must.  However, conflict itself is a complex concept.  So perhaps the time has come to think about it in its different manifestations.  In the workplace – positive conflict can be defined as the mere existence of differences in opinion.  Considered in this light, positive conflict is a concept that we should be looking to seek out for the benefits it can bring to major organizational discussion and decision-making processes. 

Understanding the Positive Aspects of Conflict 

Organizations would be well advised to consider how often their decision-making tables proactively seek out differing viewpoints, interests, or needs.  The ability to surface non-traditional perspectives on important topics can be a key tool to mitigating risks of potential blind-spots that may have remained undiscovered when decision-makers think similarly.  Therefore – when approached with an open mind, conflict can actually be a powerful tool for uncovering new ways of doing things that lead to better organizational outcomes. 

If we started to think about conflict as a tool to help us achieve better workplace outcomes, we could then reframe conflict away from being something to be avoided at all costs.  Instead, conflict becomes a critical – even necessary – element of discussion and decision-making because of how it forces a more thorough examination of issues. Conflicting opinions prompt deeper analysis of an issue.  This process surfaces the potential flaws in existing plans, reveals potential opportunities that may have been initially overlooked, and ensures that all possibilities of a solution are identified for further examination. 

Conflict can also foster creativity and innovation. By challenging existing ideas and approaches, differing viewpoints can lead to the development of novel solutions and strategies. This creative tension pushes individuals and teams to think outside the box and explore alternatives that might not emerge in a more harmonious environment. 

Conflict as a Driver of Stronger Teams 

Effective decision-making requires a comprehensive understanding of the issue, and conflict can play a crucial role in achieving this.  By inviting different viewpoints to the decision-making table, we promote the concept of valuing diversity and striving for inclusion.  Major decisions can impact different people or groups in very different ways.  Considering decisions from an impact perspective can be very valuable to reducing points of friction and increasing team buy-in.  By rigorously evaluating various viewpoints and solutions, conflict-driven discussions can lead not only to better decisions, but also better implementation plans. 

Constructively managed conflict can also enhance team cohesion.  When team members feel empowered to raise points of view that may initially seem unpopular or impractical, the process of working through disagreements in an environment that encourages respectful examination of issues in a culture of trust will foster an increased sense of team.  In addition to encouraging enhanced collaboration skills among team members, the overall team will often demonstrate a commitment to results, which can be greater than the sum of individual contributors.   

Learning How to Manage Positive Conflict Effectively 

If the thought of transforming an organization’s approach to conflict may seem overwhelming – consider the availability of tools which can help you in your journey!    

As an award-winning Wiley partner, X5 Management is proud to offer its clients access to two key training opportunities which can support teams in their approaches to encouraging and managing the power of productive conflict at work. 

Within the Everything DiSC® suite of tools, the Productive Conflict learning experience is designed to help individual participants increase their self-awareness around how they experience and react to conflict behaviours.  Armed with the knowledge of their personal placement on the DiSC map, participants learn how to identify and recognize their destructive conflict habits and transform them into more productive responses.  This enables them to participate in positive conflict discussions which can ultimately lead to more effective organizational decisions and outcomes. 

X5 Management also offers two different options to instill the Five Behaviors™ of a Cohesive Team in individual workplaces.  The Five Behaviors™ Personal Development workshop assesses an individual’s approach to teamwork and teaches the critical behaviours and interpersonal skills required to be an effective team member.  This includes harnessing the power of conflict as a productive force for improved results.  The Five Behaviors™ Team Development learning series is a five-part course in which members of a pre-existing team take a deep dive into each of the five behaviours which are essential to effective teamwork.  This learning experience supports teams to build a culture of trust in which individual members are encouraged to actively seek out positive conflict in an effort to improve organizational decision-making and outcomes. 

Fostering a culture that views conflict as an opportunity for growth is crucial. Through formal learning opportunities designed to promote conflict as a positive element of organizational business process, organizations can leverage it to drive innovation and improve the larger organization. 

Conclusion 

Conflict isn’t always negative and shouldn’t be considered exclusively “bad” for organizations.   When approached with the right mindset and training, it can significantly enhance decision-making processes and support the achievement of organizational goals. By understanding and managing conflict constructively, leaders can uncover new insights, encourage diverse perspectives, and strengthen team dynamics. With the right support, conflict can be transformed from a challenge into a strategic advantage, ensuring that organizations make better-informed decisions and achieve greater success. Embrace the potential of conflict, and harness its power to drive positive change and improve decision-making in your organization. 

About the Author: Kris Schinke, Vice President – Integration

Kris is a focused and goal-oriented business professional with extensive executive experience in retail, financial services and not-for-profit. She has a passion for inspiring and coaching others and believes a positive work culture is key for business growth and sustainability. She is adept in training, leadership and promoting teamwork.

Kris is delighted to be working with X5 Management, not only to support valued clients but also in her executive role supporting the ongoing business growth, both internally and externally.

She is an avid volunteer and loves to donate time and effort to a variety of organizations.

A proponent of personal development, Kris holds an MBA from Athabasca University, her Distinguished Toastmaster designation from Toastmasters International and her Life Coaching Certification from New Skills Academy. She also attended Harvard Business School (A Culture of Health in Business) and Norquest College (Inclusion at Work, Business Economics).