Conflict management. How to control and solve conflicts during the development process

Conflict is a disagreement between two or more individuals, groups, or ideas. It can be about ideas, actions, and methods. For example, if you work in a team that decides to change the interface of your product because it’s too confusing for users (idea), then this could lead to conflicts as some people may argue that it’s worth keeping the current version because it will make things easier for them (action). A designer might disagree with this course of action because they feel like they need some time to tweak the design before presenting anything new to clients (method).

• Conflict is a natural part of the development process.
• Conflict can be productive and positive.
• Conflict can be destructive and negative.
• Conflict can be internal or external, between people or groups, etc…

To understand how reactive and proactive management skills can help you solve problems, it’s important to understand what they are.

Reactive management is a response to a problem or conflict that arises. This means that the root cause of the problem is often not addressed. For example, if one developer is having trouble developing code because another developer keeps locking him out of their shared workspace, the first developer could ask for his own copy of the project files from IT so he will no longer have access restrictions from other team members. While this solves one issue at hand (access), it does not address why access was restricted in the first place (because someone was having trouble meeting deadlines). 

The root cause of this issue still exists lack of communication between developers about their individual workloads and priorities so there can be no coordination between them about which projects should take precedence over others right now based on how much time they have left before the deadline day hits again next week when everyone needs everything done ASAP!

This leads us to proactive management skills which are far better than reactive ones since they look ahead at potential problems and try identifying possible solutions before they happen so nothing gets caught off guard by surprise later down the line when things fall apart unexpectedly due to lack planning ahead properly beforehand instead trying reactively only after everything has already gone wrong once too often without realizing anything had been going wrong until now even though we knew what our problems were all along!

• Understand the nature of conflict
• Understand the causes of conflict
• Understand the different types of conflicts
• Understand the different levels of conflict
• Understand the different stages of conflict

When you think about conflicts, it’s easy to assume they are all bad. But that’s not always the case. Conflicts can actually be helpful in the long run, and here are some reasons why:

• They help you grow and develop. As we’ve already mentioned, conflicts allow us to explore our differences—and by doing so we also learn more about ourselves and others. This in turn helps us grow as individuals with new perspectives on life (and consequently better communication skills).
• They improve your skillset as well as interpersonal relationships within teams or groups overall through learning how to communicate effectively under pressure (ie: conflict resolution).

• Understand the problem. Attempting to solve a conflict without first understanding its underlying causes is like treating symptoms rather than the illness itself. Once you’ve identified the root cause of your conflict and have a clear idea of what all parties want, you’re more likely to find solutions that work for everyone involved.
• Develop a plan to solve the problem. For example: “We need our website updated by tomorrow so let’s meet at 11 am.” Or “Let’s talk about this over lunch.” Then, stick with your solution!
• Communicate with all parties involved to ensure they understand how their involvement will help resolve any conflicts that arise during the development process or at any other point in time (such as when working together on projects). Communication also helps build trust among individuals within teams/groups – which helps reduce friction later on down the line when things get difficult or stressful due to unforeseen circumstances such as large workloads requiring overtime hours needed just before launch date deadlines; sudden problems impacting entire websites causing delays due unforeseen complications arising unexpectedly during development phases; etc…

• Respond to the conflict. When you’re in conflict, it’s tempting to ignore it or bury your head in the sand. But when you do this, all you’re doing is delaying the inevitable and adding more emotion to a situation that already feels overwhelming. The best way to respond is by acknowledging that there is a problem, but without getting into finger-pointing or blaming others for how things got out of hand. Instead, focus on solving whatever issue caused the initial tension—and then move on from there with renewed energy and enthusiasm for your project!
• Focus on solutions instead of personalities. Once you’ve acknowledged what’s going wrong—and taken steps towards fixing it—it’s important not to let yourself get swept up again by personal attacks or petty arguments among team members who disagree with one another on how best to handle problems together moving forward (or even whether these issues should have even been brought up at all).

Conflicts are a natural part of any project and can be positive or negative. The key to success is to understand what kind of conflict you’re dealing with and how to resolve it. Conflicts are normal. Normal conflicts are the result of differing ideas, opinions, or perspectives. They often happen because people feel they aren’t being heard or their idea isn’t getting the attention it deserves. Conflicts can be positive or negative. Positive conflicts don’t affect team morale; they’re simply disagreements that won’t cause irreparable harm if left unresolved for a while. But if you don’t deal with them quickly enough, they may lead to negative conflicts later on as people begin feeling frustrated about not being able to communicate effectively at work for whatever reason (time constraints?).

Conflicts can be a source of stress, but they can also be useful opportunities to learn and grow. While it’s important to manage them effectively, don’t avoid conflict. Instead, use your skills and resources to find solutions that work for everyone involved—and remember that there are no right answers when it comes to handling conflict!

The RIVO AGENCY team tends to solve conflicts fast and effectively and always finds approaches to avoid future possible conflicts. In that way, we create software for our clients rapidly and always on time, and with high quality. That makes our clients satisfied as well as ourselves.