Your team is facing conflicts during event execution. How can you handle them effectively?
Event execution can be high-stress, and conflicts may arise. To handle them effectively:
- Establish clear roles and responsibilities beforehand to prevent misunderstandings.
- Encourage open communication and a 'no-blame' culture for swift resolution.
- Take a step back to assess the situation objectively before making decisions.
Have strategies that work for you in resolving team conflicts? Feel free to share your insights.
Your team is facing conflicts during event execution. How can you handle them effectively?
Event execution can be high-stress, and conflicts may arise. To handle them effectively:
- Establish clear roles and responsibilities beforehand to prevent misunderstandings.
- Encourage open communication and a 'no-blame' culture for swift resolution.
- Take a step back to assess the situation objectively before making decisions.
Have strategies that work for you in resolving team conflicts? Feel free to share your insights.
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Quickly assess the situation Understand the nature of the conflict: Determine whether it's a disagreement over tasks, a personality clash, or a difference in opinion about the event's direction. Identify the parties involved: Know who is in conflict and their roles in the event execution. Gauge the impact on the event: Assess how the conflict is affecting the progress and quality of the event. Create a safe and neutral environment for discussion Find a private space: Remove the parties from the busy event environment to a quiet place where they can talk without interruption. What do you think ?
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Conflict can often be constructive. Don’t rush to resolve it; let it surface. Tension often reveals what people won’t say out loud and can signal misalignment, bad process, or unclear roles. Instead of smoothing it over, pause the execution briefly, pull the team together, and ask: What’s really going on here? Let people speak. Listen more than you talk. Be sure to address the root cause, not just the symptoms. Fast fixes lead to festering issues, but long-term effectiveness sometimes requires short-term discomfort.
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Añado dos estrategias que trabajo a menudo en mis sesiones: Transformar el conflicto en materia prima para crecer. Un conflicto no resuelto merma la confianza; uno bien abordado, la fortalece. Lo importante no es evitar el conflicto, sino aprender a navegarlo. Incluir la figura de un mediador neutral o “facilitador de conversaciones difíciles” en los equipos clave. Esta figura no es un árbitro, sino alguien formado para mantener la seguridad psicológica durante una tensión. Porque al final, no se trata solo de resolver el conflicto, sino de fortalecer el vínculo mientras lo haces.
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Eu chamaria a equipe pra uma conversa rápida, de forma respeitosa e aberta, pra entender o que está pegando. Tentaria mediar focando no objetivo comum, que é o sucesso do evento, e redistribuir tarefas se necessário. Se o clima estiver muito tenso, talvez uma pausa curta ajude a baixar a poeira antes de seguir. O foco é resolver sem deixar o evento sair dos trilhos.
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To handle team conflict during event address tension immediately with clear role clarification, open dialogue, and a focus on shared outcomes.
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