Some of the identified areas of conflict can be ; lack of clarity around team roles and responsibilities, unfair distribution of work, lack of clear vision on the part of the supervisee, lack of understanding of the role of others and poor communication. The most effective way of solving conflict in a team is for people concerned to have a constructive conversation (Larson and LaFasto, 2001).
Larson and LaFasto’s CONECT model for resolving conflict by conversation is useful;
Commit- to the relationship by discussing the relationship, and not the problem causing concern. Each person should say why they feel change should occur and what they hope to gain. This is a very positive approach.
Optimise- safely, with both parties committing to maintain