subscribe
Teamwork makes the dream work, right? Most of the time. But let’s be honest, even the most cohesive teams will encounter bumps in the road.
Disagreements, miscommunication, and performance issues are inevitable. The key isn’t avoiding these issues, but addressing them effectively, respectfully, and constructively. That’s where a structured approach like IDS—Identify, Discuss, Solve—paired with clear communication principles can help you resolve conflicts effectively and keep your team and business running smoothly.
The IDS Framework: A Roadmap to Resolution
IDS provides a structured approach to tackling team issues, helping you move from problem to solution in a clear and organized way.
- Identify: This stage is all about pinpointing the specific issue. Be precise and avoid vague generalizations. Instead of saying “communication is bad,” try “I’ve noticed deadlines are being missed because updates aren’t being shared effectively.” Gather data if possible. Are there specific examples? The more concrete you are, the easier it will be to address the root cause.
Helpful Hint: Be inspired by Albert Einstein’s words “whenever I am given a difficult problem I spend 90% of my time thinking and 10% solving.” Read, teams should spend 90% of their time identifying and 10% solving.
- Discuss: Once you’ve identified the issue, it’s time for a conversation. This is crucial. It’s not about pointing fingers or assigning blame, but about understanding different perspectives. Actively listen to your teammates, ask clarifying questions, and try to see the situation from their point of view. This stage is about exploring the “why” behind the issue. Really dig deep here – a lot of times you may think you found the root cause of the issue, but you might have just found a symptom of the issue.
Helpful Hint: use the Five Whys Technique. Ask “why?” five times in a row to uncover the underlying issue.
- Solve: After discussing the issue, collaborate on finding a solution. Brainstorm ideas together, evaluate the pros and cons of each, and agree on a course of action. Make sure the solution is specific, measurable, achievable, relevant, and time-bound (SMART). Document the agreed-upon solution and assign responsibilities for implementation. This stage is about moving forward and creating positive change.
Helpful Hint: an issue is not solved if there are no ‘to dos’ coming out of the discussion.
The TRUTHFUL, NECESSARY, KIND Filter
While IDS provides the structure to tackle an issue, the way you go about doing it is critical, especially when the issue centers around your team. A helpful lens that you can use to understand how best to address the situation is to ask yourself ‘is it truthful?; is it necessary?; and is it kind?’. This lens is inspired by our CEO’s 9 year old son’s words to me as I was discussing a particularly stressful situation and he reminded me how I should think about my the words I chose. Leveraging this principle will help ensure that your approach is not only effective but also respectful and compassionate.
- Truthful: Be honest and upfront about the issue. Sugarcoating or avoiding difficult conversations only prolongs the problem. However, truth doesn’t mean being brutal. Deliver your message with respect and focus on the facts. And maybe it goes without saying, but you should only raise points that you know to be true.
- Necessary: Before addressing an issue, ask yourself if it’s truly necessary. Is it impacting team performance or morale? Is it something that can be resolved informally? Focus your energy on issues that genuinely require attention. And then if there is an issue that you truly need to tackle, as you discuss it, make sure to only say what is necessary. By saying things that are not necessary, emotions will likely be heightened and it will detract from solving the root cause of the issue.
- Kind: Even when delivering difficult feedback, always strive to be kind. Remember that you’re dealing with human beings with feelings and emotions. Focus on the behavior, not the person. Frame your feedback constructively and offer support and a plan for improvement.
Putting it all Together: An Example
Let’s say a team member, Sarah, consistently misses deadlines.
- Identify: “Sarah, I’ve noticed that the last three project deadlines haven’t been met. Specifically, the X report was due on Friday, but we received it on Monday.”
- Discuss: “Can you help me understand what’s contributing to these missed deadlines? Are there any roadblocks you’re facing, or is there anything the team can do to support you?” (Listen actively to Sarah’s response.)
- Solve: (After discussing) “Let’s create a revised timeline for the next project with smaller, more manageable milestones. We can also pair you with another team member for the first few milestones to provide additional support. How does that sound?”
Throughout this process, be direct about the issue of missed deadlines, address the issue because it impacts the team, and approach Sarah with empathy and a willingness to help.
The Power of Compassionate Conflict Resolution
By combining the structured approach of IDS with the guiding principles of being truthful, necessary, and kind, you can navigate team issues effectively and create a more positive and productive work environment.
Have some additional questions about how best to build strong and effective teams? 828 Venue Management Company operates event venues across the nation and are experts in the venue management space. We bring expertise, unparalleled customer service, and a team of professionals dedicated to your venue and its success.
Contact us today, we’d love to learn more about your unique venue and how we might partner together.
