Does the word conflict make you shiver? For some it does, for others there is a sense of ‘bring it on’. In this article we will explore how conflict relates to team building. We use this concept as part of the 5 Behaviors toolkit and explore it in depth (through scenario and discussion) within team building exercises in our Championship Teams and Ways of Working programs.
Teams that avoid disagreement fall into the dangerous zone of artificial harmony, this is where everyone is polite yet stagnant. This is a zone where productivity and innovation drop at a really fast rate.
According to teams guru Patrick Lencioni, this articifical harmony or lack of speaking up leads to slow decisions, hidden frustration, and disengagement. At the opposite extreme lies mean spirited conflict personal attacks that destroy trust and derail performance. Honestly we never see this mean side in the teams we work with in Western Australia or Australia however the artificial harmony side seems to be alive and well from our observations as team building experts.
The sweet spot is somewhere in the middle, productive conflict. This is open debate focused on ideas and respectful challenge. With vulnerability based trust, teams can lean into that debate to spark innovation and build genuine commitment. You can also present this middle ground as a psychologically safe space to speak up. Angus Firth, Perth based team building specialist, always asks the question of teams here, ‘what are we leaving on the table’ by not having productive conflict.
The Conflict Continuum – chase the middle ground!
- Artificial harmony: no pushback, false consensus. This kills teams, you’re leaving money on the table if you don’t address this!
- Productive conflict: respectful, robust debate about what is best for the team based on logic and ideas. Great for innovation, alignment and productivity.
- Mean spirited conflict: personal, destructive, divisive. This kills teams, you’ll have bad retention and a toxic workplace if you let this go on!
Teams should intentionally move from artificial harmony toward the center, embracing disagreement while avoiding destructiveness .
How to Cultivate Productive Conflict
- Build trust – the foundation of a high performing team
Create psychological safety so team members feel secure speaking up. - Map your position – be clear on how you approach conflict or challenge
Each person marks where they feel the team sits on the continuum, sparking clarity and conversation . - Discuss norms – how does it make you feel?
Agree that challenges must target ideas, not people. Define how to recover if the line is crossed. Disc is a great tool to give data on here. - Ask for ‘weigh in’ – you’re on the team for a reason, let’s here your opinion
Leaders should invite quieter voices and respectfully challenge assumptions. - Debrief a challenging conversation with intent
After debates, ask: did we stay productive? what did we learn? This builds resilience and accountability.
Productive conflict sharpens ideas, builds ownership, and sustains team energy. Teams that speak their minds together perform together.
Ask yourself and your team: where do we sit today? Is it time to lean into healthy conflict with intention and care?
We use DiSC to facilitate the conflict continuum and it is a part of our Ways of Working program. A leading Team development program developed and delivered in Perth, Western Australia.
