Conflict Part 2: The Causes of Conflict

As we continue our four-part series on conflict, it's essential to examine the causes of conflict within teams and relationships. Understanding the root causes is crucial because when you're aware of what typically sparks conflict, you can better anticipate, prepare for, and manage it. In fact, knowing the causes of conflict may allow you to address issues before they escalate. Here are our top four causes of conflict:

Poor Communication

Communication is a fundamental aspect of teamwork, but it often leads to conflict. Many people believe they are effective communicators simply because they speak all day long. However, most individuals communicate in ways that are comfortable for them, assuming others process information the same way they do. But communication needs vary—some people prioritize logic and facts, while others lean towards creativity. Some think quickly on their feet, while others need time to process. Some are verbal processors, while others are more measured and intentional. Have you ever considered what it’s like to be on the receiving end of your communication style? By understanding and adapting to the communication needs of others, clarifying your message, and actively listening, you can prevent misunderstandings that lead to conflict.

Differing Values

Conflict often arises when individuals feel that their core values are being ignored or challenged. We are quick to defend what matters most to us, and when values clash, so does the potential for conflict. Consider the tension between present thinkers and future thinkers. Present thinkers focus on the here and now, while future thinkers are concerned with long-term vision and goals. Another common clash occurs between those who prioritize people and those who prioritize processes. Leaders who are people-oriented focus on relationships and well-being, whereas process-oriented leaders prioritize efficiency and results. To avoid conflict, leaders must recognize these value differences and be willing to collaborate or compromise.

Personality Differences

Personality differences can significantly contribute to conflict in all manner of relationships. Every person has unique preferences and needs when it comes to working and collaborating. Some leaders are pioneering, driven by a clear vision and a desire to achieve specific goals. Others are more methodical, needing to consider all aspects of a project before moving forward. Additionally, some leaders thrive in a buzzing, collaborative environment, while others require space and time to focus and perform at their best. The key to minimizing conflict is for leaders to focus on the task at hand rather than their personality preferences. By valuing the diverse perspectives and strengths that different personalities bring to the table, leaders can foster a more harmonious and effective team dynamic.

Lack of Clarity

When expectations are unclear and people rely on assumptions, conflict is almost inevitable. Individuals often default to their own preferences and expectations when things are ambiguous. If these expectations differ, conflict is likely to arise. For example, consider what happens when a team member asks you to "look something over" for them. This vague request can be interpreted in many ways—some may see it as a request for brainstorming, others may want specific feedback, and still others may just seek affirmation. Clear communication is crucial for leaders, whether they are providing feedback, giving project instructions, or defining roles and responsibilities. Clarity helps to align expectations and reduces the likelihood of misunderstandings that lead to conflict.

Understanding the common causes of conflict—poor communication, differing values, personality differences, and lack of clarity—empowers leaders to address potential issues before they escalate. By fostering a culture of open communication, valuing diverse perspectives, and ensuring clarity in all interactions, leaders can not only manage conflict effectively but also create an environment where collaboration thrives. Recognizing and addressing the root causes of conflict is another step toward building stronger, more resilient teams.