Managing Conflict in Leadership: How Real Leaders Hold Space for Contentious Issues
Strategies for Effectively Navigating and Resolving Conflicts Within Diverse Teams
In today’s diverse and complex leadership environment, managing conflict effectively is more essential than ever. Leaders no longer simply rely on their authority but must foster collaboration among people with differing perspectives. Effective conflict management is crucial in maintaining a productive environment and ensuring that teams can address and resolve issues without lingering tensions.
Real leadership of this nature requires several key steps. Let’s explore these steps in managing conflict and holding space for contentious issues.
Step 1: Understand the Bigger Picture
The first step in managing conflict is leading people to a deeper understanding of the wider system surrounding an issue. Leaders need to recognise the complexity of the situation and identify the various elements contributing to the conflict. By seeing the big picture, they can understand the full scope of the problem and better inform their understanding.
For instance, consider how conflicts often have layers—some immediately visible, others buried beneath the surface. By fully exploring the wider context, leaders ensure that their responses aren’t just surface level fixes but address the deeper issues at play.
Step 2: Surface Tensions and Embrace Inconsistencies
As the facets of the issue become more evident, leaders should boldly surface the tensions and inconsistencies rather than only highlighting what supports their perspective. A real leader understands that conflict resolution isn’t about forcing their view but allowing differing perspectives to emerge.
This process involves seeking out alternative views and examining inconsistencies. Imagine it as shedding light into dark corners—those overlooked areas often hold the key to resolving the broader conflict. Leaders must be willing to confront these areas openly and with curiosity.
Step 3: Propose Pathways to Progress
Proposing pathways to progress is the next step in managing conflict. Leaders must help the team understand that these pathways often involve compromise and, at times, loss by some factions. They are not simple technical solutions but involve significant adjustments to perspectives and choices.
These proposals will inevitably create heat within the team—emotional, intellectual, or even logistical tension. However, this heat is necessary for the team to undergo the learning and adjustment needed to move forward. Leaders must ensure that this tension remains productive rather than destructive.
By holding space for productive tension, leaders allow the team to engage with the conflict fully and grow through the process. The goal is not to eliminate conflict but to transform it into a force for progress.
The Challenge of Leading Without Authority
Exercising leadership in this way is both tough and challenging. Drawing attention to contentious issues without using your authority to “fix” them invites a myriad of responses—ranging from disregard to personal attacks. It takes great courage and tenacity to stay the course, even when the situation becomes uncomfortable.
Real leaders understand that managing conflict is not about imposing their will. It’s about holding space for dialogue, listening to opposing views, and guiding the team through the discomfort. In this sense, leadership is less about authority and more about facilitation.
Leadership in managing conflict requires patience and resilience. Meetings may grow tense, and discussions may feel uncomfortable. But by staying the course and holding space for these conflicts, leaders allow their teams to reach deeper resolutions.
Take this approach to managing conflict into 2025
Managing conflict is a critical leadership skill, especially in diverse teams where differing perspectives are the norm. By following these steps—understanding the bigger picture, surfacing tensions, and proposing pathways to progress—leaders can navigate conflict effectively and help their teams grow stronger as a result.
Leadership isn't about avoiding conflict; it's about embracing it as an opportunity for learning and development. Real leaders hold space for managing conflict and ensure that the team emerges from it more cohesive and productive.
Quick takeaways:
What does it mean to hold space for managing conflict?
Holding space for conflict means creating an environment where team members can express differing opinions safely, while the leader facilitates constructive resolution.
How can leaders manage conflict effectively in a diverse team?
Effective conflict management requires leaders to listen actively, embrace diverse perspectives, and guide the team toward solutions that respect all viewpoints.
What role does compromise play in conflict management?
Compromise is crucial in conflict resolution as it helps balance the differing needs and priorities of team members, allowing for collective progress.
Why is it important for leaders to remain calm during conflicts?
Staying calm helps leaders maintain control and set a positive example, allowing them to make better decisions, even in heated situations.
How can leaders build resilience when managing conflict?
Leaders can build resilience by developing emotional intelligence, practicing self-care, and seeking support from mentors. Resilience is key to handling prolonged or challenging conflicts.
Be Brave. We are here to help.
Not all of these skills come naturally and sometimes a third party can help ensure the entire team has a shared understanding before managing contentious issues that will arise in the future. Brave Insights has worked with some of Australia’s best leadership teams from BHP to LionNathan. We have real industry experience and use a data-driven approach to help develop both high-performing and cohesive teams.
To see how we can strengthen your team, learn more about our Team Development programs here.
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