Search
  • Jonno White

No conflict? No cohesion.

When you look at dysfunctions of a team, it's easy to see how important vulnerability is. However, the second dysfunction, conflict, is often resisted by people who don't think any conflict is healthy.

This is an interesting observation. Often someone who thinks no conflict is healthy may be living in relationships throughout their life devoid of conflict. Although in the short term this may seem healthy, it's unhealthy in the long term. Why?

Because healthy conflict is required for two parties or more to bring their conflicting ideas onto the same page. Where there is no conflict, commitment, accountability and results are hindered. Dysfunctions of a team such as vulnerability may be more palatable, but none is as much fun as conflict.

Not in the moment of course, it's uncomfortable, but once you get through those uncomfortable moments - in your team and in your relationships - you forge deeper connections and more intimacy.

For the leaders out there grimacing at the term intimacy, let me put conflict in a different context. The more healthy conflict your leadership team engages with, the more long-term results your organisation will achieve. Dysfunctions of a team are worth overcoming. Now I'm guessing every leader is on board with that idea.

219 views0 comments

Recent Posts

See All

Okay, okay, okay, sorry about the title! You are not ugly, everyone is beautiful in their own way. I titled this blog why the ugliest leader is a model to make a point. Every leader is a model. Not a

Meet regularly. Quarterly? Monthly? No, whenever possible aim for weekly or fortnightly. Start social. People are human beings not human doings. "How are you going?" is a powerful question if you stop

The Five Dysfunctions of a Team by Patrick Lencioni is one of my favourite books on leadership. Here's how to get started: Vulnerability As you know, a lack of vulnerability is the first dysfunction o