Case Study: Improving Team Communication and Reducing Conflict

Every conflict can come to an amicable solution through effective communication. Of course, but that’s easier said than done!

In reality, even the most powerful C-suite teams can struggle to communicate their views while balancing practical considerations. Naturally, such teams face conflicts of opinion that lead to poor decision-making, ultimately hindering progress and productivity.

Let’s look at a team of technical professionals struggling to communicate their thoughts due to diverse perspectives and decision-making styles. Conflicts became the norm when trying to balance new ideas with regulatory requirements. Their inability to stay united, even on small concerns, became a red flag, prompting them to reach out to us for help.

Our workshops helped them recognize how individual values could be strengthened through effective communication. They learned the importance of coexistence in a diverse environment, where every opinion could be leveraged for the common good.

The results? The team began working together in harmony.

Curious to learn how this transformation happened? Read the full case study below to see how R180’s team analysis, workshops, and insights helped this team communicate effectively and reduce conflicts in decision-making.

Challenge: Conflict of Opinions in a Diverse Team

A mid-sized technology team was struggling with persistent communication issues and misaligned decision-making. Varying work styles and values led to frequent disagreements, slowing project progress and impacting morale.

The team was finding it challenging to work cohesively, and frustration was growing. These traits began to show up in the quality of their work, which became a sign that they had to overcome their barriers.

Solution: Embracing Innovation with Regulations Through Open Communication

The team hired R180 to address their communication and decision-making challenges. First, we conducted individual value assessments, followed by one-on-one debriefs to uncover each team member’s core values, motivations, and unique contributions.

Then, we mapped these insights in a team report. Our comprehensive reports highlighted shared strengths, potential conflicts, and shared Value Blockers that hindered the team’s progress.

We discovered key differences in the team: some members were driven by Openness, new ideas, and innovation, while others leaned toward Regulation, prioritizing structure and consistency.

This divergence was at the root of frequent friction when new proposals clashed with established processes.

The team also identified Value Blockers impacting behavior. Notably:

• Maverick Blocker: Driving impulsive decisions without considering practical constraints.
• Stencil Blocker: Leading individuals to follow patterns rigidly, avoid taking up initiatives, or suppress creativity to stick to perceived norms.

The team participated in extensive team workshops facilitated by our professionals. These workshops highlighted our findings and insights with the team members, helping them understand how their values influenced communication, decision-making, and collaboration.

The team explored how different values could complement one another when managed consciously. They also understood that diversity was a strength they must leverage in order to perform better.

Outcome: Harnessing Team’s Collective Strengths for Improved Outcomes

The team implemented the following strategies based on R180’s insights:

• Creating a Shared Language: The team came up with a standard terminology for new ideas and processes to reduce misunderstandings.
• Establishing Clear Decision-Making Frameworks: Members started balancing openness-driven creativity with regulation-oriented structure to make inclusive, practical decisions.
• Addressing Blockers: A collective awareness of their Maverick and Stencil blockers led to structured check-ins. The team started aligning their new ideas with the team’s goals.

Over several months, the team witnessed a significant drop in conflicts and improved project outputs. With increased trust, the team collaborated better, and they began leveraging their diverse values as an asset rather than a source of friction.

What We Learned

Conflicts among team members are a common concern. However, if left unresolved for too long, they can block productivity. Similarly, members must learn to embrace each other’s unique traits and find ways to leverage the team’s collective strengths to make informed and practical decisions.

Sometimes, teams like the one we discussed here require external professional assistance to understand the blockers that they must resolve to ensure smooth progress. R180 provides a team cross-analysis program to help assess a team’s collective strengths and team dynamics.

Our AI-powered quantifiable insights provide team leaders with clear pathways to execute effective changes within teams and improve productivity.

If your team is facing any such hardships in communication and conflict resolution, let’s discuss how we can help your team thrive. Contact us today!