Welcome back students, we're about to talk something that not many like to discuss an even fewer like to be in the middle of, conflict. Inevitably, conflicts arise on teams. Take my Executive Development Program teams here at Penn. Every team had its own way of handling conflict, and the styles and frequency of conversations really varied across groups. For example, some teams choose to engage in conflict frequently, and use a direct conversational style to debate through decisions. In contrast, other teams would be very cautious about engaging in conflict. Instead they would arrive to decisions through some sort of consensus making or delegation. Underlying this conflict resolution process are always issues of diversity, inclusion, and unconscious bias. In this group of videos, we will look at why conflicts occur, the different types of conflicts that occur, and how you can take away the best result from any conflict. Irrespective of the reasons for conflict on your team, you will learn to be a good observer of team conflict, so you can fix issues as they arise. First, we'll discuss why conflicts occur. Team conflict can arise from a host of factors, but ultimately the root of most salient conflicts comes from lack of trust. We'll then talk about conflict types and origins of conflict. We'll discuss the importance of reflection which is especially critical for diverse teams. When you have and address team conflicts, it cannot only have team performance consequences, but also consequences to interpersonal relationships. Next we will talk about how to address representational gaps. These are gaps in perception about team problems. Representational gaps can occur in teams that are not just functionally diverse, but diverse in other ways. You'll get better at reflecting on your team's conflict pain points and testing your assumptions about what the problems are. We'll also look at conflict resolution strategies. Finally, in a dynamic interview with Penn Professor, Marybeth Gasman, we will eliminate strategies for overcoming conflict in your organization, whether you are from the predominant or marginalized group. Ideally in your organization, employees are encouraged to speak out against discriminatory behaviors, and are willing to face their own prejudices with a focus on willingness to change if necessary. Ultimately, suppression of alternative viewpoints never works out for the team or the individual in the long term. Therefore strategies must be developed to counteract this all too common pitfall. The knowledge and experience shared by Dr. Gasman, will help you make even more responsible decisions for your teams and the individuals within them. For now, let's dive into learning about various sources of conflict in diverse teams, and the reasons why conflicts arise.
