There are some conflict resolution strategies that work for individual teams. There is one common strategy that runs through all these, though, and that is dialogue. A cooperative problem-solving style also enables people to work together. This cooperation not only finishes the work but also bolsters camaraderie and team spirit.
Some employ the strategy of compromise. This can have a positive affect, as well, so long as the compromise is understood and accepted by everybody in the team. The more magnanimous members of the team may try the accommodating technique. They let others have what they want for the time being, and assert themselves in the future.
This creates balance and harmony, as well as a feeling of warmth and brotherhood/sisterhood within the group. Whatever is the conflict resolution strategy employed, everything boils down to friendship – the ultimate goal of conflict resolution.
The successful team is the one that does not allow conflict to paralyze the group, stunt its growth, and cause its activities to come to a standstill. A successful team is the one that draws from the uniqueness and individuality of its members, puts all this richness of different backgrounds together, and uses this strength to accomplish team goals.
It is all in the outlook of the team, all in the perspective by which the group takes. Conflict and negative affect do not necessarily go hand in hand, and that perspective taking is one mechanism teams can use to help manage conflict (Sessa, 1996).
A team rises up from individuality to the level of a group. This all starts from the individual minds and, eventually, comes together as collective consciousness.
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