Most employees and managers find that a typical working day consists of too many meetings. And with that – a lot of time is wasted. Especially when there’s an elephant in the room. Such elephant meetings are not only costly, but they also damage people and organisations. But how can unpleasant topics be addressed, and conflicts resolved within the team in everyday business life? And what can managers do to prevent this? I share my quintessence in this blog post.

Striking. Huge. Oppressive. Impossible to overlook. And yet I see time and time again that leadership and teams ignore the elephant in the room and pretend it’s not there. Instead of attending to the mighty pachyderm and addressing a difficult conflict, they remain squeezed in at the meeting table. They push other topics to the front, distract themselves with all-purpose jargon and concentrate on trivial matters. The conflict continues to loom large in the room. Everyone senses that it is there and yet no one addresses it. What remains is uncertainty, pressure, frustration, and unachieved goals.

Trust in the team strengthens the company’s success

To prevent problems from growing to the size of an elephant in the first place, trust in the team is essential.
The days when tasks were delegated downwards from the boss’s chair are over. Employees are looking for a trusting working environment in which they are seen and valued. Instead of clinging to outdated management strategies, the core task of managers today is to create a safe space in which employees feel respected and can develop freely. Trust is not just the social glue that holds a team together. Trust is a strategic quality that significantly influences a company’s innovative strength and success. After all, those who count on the support of colleagues and managers are prepared to put forward creative ideas, share concerns and take risks. Trust strengthens team resilience, especially in turbulent times of crisis. When it comes to addressing a difficult issue – be it a wave of redundancies, budget cuts or other bad news – if there is trust in the team and in the manager, employees are more open to change and more determined to overcome challenges together.

Communicate boldly and transparently – strengthen team cohesion

Transparent communication should be a “must-have” for managers and teams to prevent conflicts or problems from becoming overwhelming and causing real damage. The basis for this is clarity and understanding of the similarities, differences, values, goals, strengths, and talents of everyone. What values does everyone have? What values do we act on as a team? What are the goals of everyone, the team, and the company? This knowledge creates genuine team cohesion because employees take responsibility for their own behaviour. They make courageous decisions, give constructive feedback, and achieve their goals.

It is also valuable to speak courageously and openly about feelings. For example, sharing when a conflict is stressful, a situation is overwhelming, or someone needs help. One thing is clear: leading by example is better than making sweeping speeches about it. Innovation and progress thrive in a culture of truthful dialogue in which everyone communicates honestly, benevolently, and openly.

Evolution of a culture that allows mistakes: self-reflection as a driving force for innovation

We live in a performance-orientated society. Old ways of thinking about productivity and success characterize our work. I think it’s time change your mindset to welcome mistakes as a learning field rather as a threat to our careers or as failure. Mistakes or bad news are opportunities to develop and grow. They make a company resilient.

Team trust and transparent communication are the breeding ground for a promising error culture. Employees who feel safe and have learnt that their opinion counts are courageous enough to honestly reflect on themselves and their actions: What went well? What could go even better? Regular reflection loops at the round table strengthen team cohesion. Constructive feedback discussions strengthen the self-efficacy and personal responsibility of everyone.

In my opinion, a culture that allows for mistakes and learning from them is a fundamental quality for innovative and sustainable companies.

Talking about and resolving conflicts in the team: What are your ideas, tips, and experiences? I look forward to exchanging ideas with you!