In many companies, conflict is often treated as something that should be avoided at all costs. Leaders, managers, and employees alike shy away from addressing difficult issues head-on, sometimes even going as far as to deny that a conflict exists. But why is this the case, and what impact does this avoidance have on the organization and its people?
Conflict as an Escalating Word
The word “conflict” has a loaded meaning for many people. Simply naming an issue as a conflict feels like an escalation. Leaders often fear that by acknowledging the existence of a conflict, they are giving it more power, potentially making the situation worse. This mindset contributes to a belief that avoiding conflict is a form of de-escalation, when in reality, the opposite is often true. Unaddressed tensions tend to simmer beneath the surface, growing more entrenched over time.
In some organizations, conflict is seen as a sign of failure. As leaders, managers may feel that admitting to being in conflict is unprofessional or suggests that they are incapable of handling their responsibilities. There’s a strong desire to maintain the appearance of control, competence, and harmony, leading to the denial of problems rather than addressing them.
Denial: The Easy Way Out
Denial is a common tactic for dealing with conflict because it’s easier. It allows people to get back to work without having to face uncomfortable conversations or potentially tense emotions. In the short term, this approach seems to work. By pushing issues aside, people can continue functioning without the immediate discomfort that conflict brings.
However, the cost of denial is high. When conflicts are ignored, they don’t go away; they fester. These unresolved issues can lead to increased frustration, resentment, and misunderstandings among team members. Over time, this creates a toxic work environment where trust erodes, collaboration suffers, and productivity declines.
Emotional and Organizational Consequences
For individuals, the emotional consequences of ignoring conflict can be profound. Unresolved tensions can lead to stress, anxiety, and burnout. Employees may feel unsupported, undervalued, or isolated, which can have long-term effects on their mental health. Over time, this can result in high turnover rates, increased absenteeism, and even disengagement from the work itself.
On an organizational level, the consequences of ignoring conflict are equally significant. A lack of open communication and transparency undermines team cohesion and trust. When conflicts are swept under the rug, innovation and creativity can also take a hit because employees feel less safe expressing diverse viewpoints. The fear of conflict can create a culture of avoidance, where problems are ignored until they become crises, affecting the company’s ability to adapt and grow.
What Can You Do? Tools and Methods for Addressing Conflict
The good news is that conflict doesn’t have to be a negative force within an organization. There are methods and tools available that can help prevent conflicts from escalating and foster a culture of mutual understanding and constructive problem-solving. These are things you can learn and practice every day. One of them is asking questions to find the real reason for the problem. You can ask:
- What actually matters here?
- What is crucial to you?
- What do you need when you mention that?
- Can you tell me more about the reasons why this is important for you?
- What is important?
- I would like to understand more about why you are asking for this?
- Is there anything I have not asked you that is important to you?
Conflict is often viewed as a taboo topic in companies because of the fear that it will lead to disruption or even personal failure. However, avoiding conflict does more harm than good. By embracing it as an opportunity for growth and understanding, companies can foster a healthier, more resilient workplace. Equipping leaders and employees with the right tools and mindset to handle conflict constructively can transform it from a source of stress into a powerful tool for building stronger teams and driving innovation.
Conflict isn’t something to fear—it’s something to navigate and learn from.
If you want to learn more about how you can apprach conflict situation, schedule a meeting – during an individual session we will figure out what options you have and how you can effectively resolve difficult issues in your workplace.
