The Importance of Navigating Conflict in Building a Strong Company Culture

In any founding team, conflict is inevitable and can be beneficial if managed effectively. However, the culture of a company is not just about the values displayed on the wall but is built on real reactions and interactions. When team members witness co-founders or leaders engaging in unproductive fighting, it sets a negative tone that hinders growth and respect within the organization.

Fortunately, it is possible to repair this dynamic and learn how to navigate conflict in a healthy manner. Ian Schmidt, a strategic adviser at Trimergence, a consultancy specializing in coaching leaders for effectiveness, emphasizes the need for founders and teams to update their personal operating systems to foster success internally.

Schmidt explains, “Businesses have a human operating system that requires periodic upgrades, similar to product development and go-to-market strategies. We work with leaders and teams to map out their operating systems, including their conflict management and decision-making processes, providing them with tools to reduce noise and enhance productivity.”

Creating frameworks for addressing conflict and change within small teams can scale effectively as the company grows. Schmidt offers a framework that founders, leaders, and team members can implement when conflicts arise:

Pause and Reflect on the Situation

When conflicts arise, it is crucial to reflect on the conversation and acknowledge your role in it. Taking a moment to self-audit, identify what occurred, and consider how it may have affected others is essential in resolving conflicts effectively.

Identify Patterns in Behavior

Conflict is often indicative of underlying patterns in behavior. By recognizing these patterns and connecting them to personal experiences or feedback received in the past, individuals can gain a deeper understanding of their reactions and behaviors during conflicts.

Communicate with Team Members

After self-reflection, it is important to engage with team members to address any interpersonal issues that may have arisen. By openly discussing the situation, taking ownership of one’s actions, and seeking feedback from others, trust within the team can be strengthened, leading to more constructive conflict resolution in the future.

For more insights on building effective teams, listen to the full episode of Build Mode.

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Isabelle Johannessen hosts Build Mode, produced and edited by Maggie Nye, with audience development led by Morgan Little. Special thanks to the Foundry and Cheddar video teams.