Managing Conflict in Building High-Performing Teams

Description

What does the Managing Conflict in Building High-Performing Teams course cover?

Managing Conflict in Building High-Performing Teams is covered here in 8 modules: Diagnosing Sources of Team Conflict, Designing Conflict-Resilient Team Structures, Facilitating Constructive Conflict Conversations and 5 more. The outline lists 48 specific topics, opening with conduct structured 1:1 interviews to identify interpersonal friction points without triggering defensiveness. and closing with balance short-term delivery demands with long-term cultural repair efforts..

How do you approach Managing Conflict in Building High-Performing Teams step by step?

The work is sequenced in 8 stages. It starts with Diagnosing Sources of Team Conflict, moves through Designing Conflict-Resilient Team Structures and Facilitating Constructive Conflict Conversations, and ends at Leading Through High-Stakes Conflict Scenarios. Each stage carries its own topic list, so the sequence is followed rather than summarised.

What is in Module 1 of the Managing Conflict in Building High-Performing Teams course?

Module 1 is Diagnosing Sources of Team Conflict. It works through conduct structured 1:1 interviews to identify interpersonal friction points without triggering defensiveness., analyze meeting transcripts or project communication logs to detect recurring conflict patterns across functional roles., map decision rights and accountability overlaps that create ambiguity in ownership and escalation paths. and 3 more.

How is the Managing Conflict in Building High-Performing Teams course delivered?

The Managing Conflict in Building High-Performing Teams course is fully self-paced with immediate online access after enrolment. Access does not expire and future updates are included at no cost. It can be taken on any device, and a certificate of completion is issued by The Art of Service when you finish.

How much does the Managing Conflict in Building High-Performing Teams course cost?

The Managing Conflict in Building High-Performing Teams course is $247 as a one time payment. There is no subscription, no per seat licence and no hidden fee. Enrolment carries a 30 day satisfied or refunded guarantee, so it can be assessed in full before you commit.

More answers: what you get with every course, refund policy, all help answers.

This curriculum spans the design and execution of conflict management systems across teams, comparable to a multi-phase organisational intervention that integrates structural redesign, behavioural protocols, and governance mechanisms typically addressed in parallel advisory and capability-building initiatives.

Module 1: Diagnosing Sources of Team Conflict

Conduct structured 1:1 interviews to identify interpersonal friction points without triggering defensiveness.
Analyze meeting transcripts or project communication logs to detect recurring conflict patterns across functional roles.
Map decision rights and accountability overlaps that create ambiguity in ownership and escalation paths.
Assess whether conflict stems from misaligned incentives in performance evaluation systems.
Differentiate task-based disagreements from relationship-based tensions using validated conflict typologies.
Identify cultural or remote-work dynamics contributing to misinterpretation of tone and intent.

Module 2: Designing Conflict-Resilient Team Structures

Redesign RACI matrices to eliminate dual accountability in high-conflict project phases.
Implement role clarification workshops to reduce territorial behavior in cross-functional teams.
Adjust team size and span of control to prevent communication breakdowns in matrixed environments.
Introduce liaison roles between departments with historically poor collaboration records.
Balance team composition to avoid dominance by a single functional perspective or seniority level.
Establish escalation protocols for unresolved disputes that bypass informal power hierarchies.

Module 3: Facilitating Constructive Conflict Conversations

Prepare neutral discussion agendas that separate interests from positions in contentious meetings.
Use active listening techniques to de-escalate emotional exchanges without appearing dismissive.
Intervene in real-time when personal attacks emerge, reframing statements around project impact.
Decide when to allow conflict to surface fully versus when to redirect for operational continuity.
Manage power imbalances by ensuring junior team members have protected speaking time.
Document verbal agreements reached during conflict resolution to prevent re-litigation.

Module 4: Aligning Goals and Incentives

Reconcile conflicting KPIs across departments that incentivize zero-sum behaviors.
Negotiate shared performance metrics for interdependent teams to encourage joint accountability.
Adjust bonus structures to reward collaboration outcomes, not just individual delivery.
Surface hidden objectives during planning sessions that may undermine stated team goals.
Monitor goal drift over time that creates misalignment between team and organizational priorities.
Facilitate quarterly alignment reviews to recalibrate objectives based on evolving constraints.

Module 5: Implementing Feedback and Accountability Systems

Deploy 360-degree feedback mechanisms with safeguards against retaliatory scoring.
Integrate conflict behavior into performance reviews without penalizing healthy debate.
Establish peer review checkpoints for high-stakes decisions to surface dissent early.
Train managers to deliver feedback on collaboration effectiveness with behavioral specificity.
Track resolution timelines for recurring conflict types to assess system effectiveness.
Balance transparency in feedback with privacy protections for sensitive interpersonal issues.

Module 6: Governing Conflict Through Formal Processes

Define thresholds for when informal resolution fails and formal mediation is required.
Select internal versus external mediators based on conflict severity and organizational politics.
Document mediation outcomes with clear action items and review dates to ensure follow-through.
Enforce consequences for repeated violations of team behavioral agreements.
Protect whistleblowers who report toxic conflict patterns from indirect retaliation.
Audit conflict resolution records to identify systemic gaps in policy coverage.

Module 7: Sustaining Psychological Safety and Trust

Model vulnerability by publicly acknowledging leadership mistakes in team forums.
Intervene when sarcasm or exclusionary humor becomes a pattern in team interactions.
Protect time for reflection after high-conflict projects to process lessons without blame.
Monitor participation equity in meetings to ensure all voices influence outcomes.
Reinforce norms that distinguish criticism of ideas from criticism of people.
Measure psychological safety through anonymous pulse surveys with trend analysis.

Module 8: Leading Through High-Stakes Conflict Scenarios

Decide whether to remove a toxic high-performer when team cohesion is at risk.
Communicate transparently during public team conflicts without violating confidentiality.
Manage board or executive pressure to resolve conflicts quickly versus doing so thoroughly.
Navigate succession disputes by focusing on role requirements, not personal preferences.
Rebuild trust after a public team breakdown through structured reintegration steps.
Balance short-term delivery demands with long-term cultural repair efforts.