Set your mindset right for resolving arguments within your R6 Siege team!
"The aim of argument, or of discussion, should not be victory, but progress."
- Joseph Joubert
Table of Content
As this guide is dedicated to R6 Siege and specifically leadership, let’s focus on one particular situation: a verbal conflict within your own team.
We will discuss potential sources and types of conflicts in the Rainbow Six Siege team later on, but generally, in life, a disagreement is an effect of a discrepancy between people in interests, ideas, or needs.
When handled poorly, conflicts can significantly decrease performance on both individual and group levels. In fact, they can be detrimental to teamwork and chemistry levels within the group.
Is Conflict bad?
Conflict is neither good nor bad. Disagreements are a natural part of interactions between people, especially in a highly competitive environment.
In fact, the lack of conflicts is often a sign of the absence of deeper interactions within a group.
What I propose is to measure a conflict depending on how your team managed it and how constructive was the outcome.
If handled well by involved players, an argument can result in strengthening the relationship between teammates. On the other hand, teams that struggle with conflicts may be devastated by its effects.
TYPES OF CONFLICTS
There are various classifications of conflicts, depending on the industry, such a classification relates to and the person’s focal points.
For the purpose of this guide, I propose that we split conflicts to:
It might not be the most apparent emotion emanating from people. People do not want to show that they are afraid, hell, they might not even realize why they’re angry. But if you look close enough and think through the eyes of other people, then you will find fear in one form or another.
However, at their core, such disagreements focus on tangible areas:
- role assignment
- performance expectations
- or misunderstanding in goals
Sources of Conflict
LACK OF COMMUNICATION
UNRESOLVED MINOR ISSUES
How to Start?
ACKNOWLEDGE THE DISAGREEMENT
The first step you need to make as a leader and as a team is to agree that you have a conflict.
INITIATE COOPERATIVE SPIRIT
DON'T GET PERSONAL
The blame game won’t help to achieve that.
The only things blame accomplishes are deepening the conflict and showing the weakness of your character. And you don’t want that, do you?
FOCUS ON THEIR POINT OF VIEW FIRST
LIST POINTS OF BOTH SIDES
Therefore, you want to make others think the solution came from them. Even if your idea is better or was just the same. Your ego may not like this suggestion, but make it sound like it came from them, with the addition of your own bit that upgrades their idea.
LOOK FOR WIN-WIN
DON'T ENFORCE, PROPOSE INSTEAD
“An ounce of prevention is worth a pound of cure.” – Benjamin Franklin
DON'T IGNORE EARLY SIGNS
LOOK FOR A ROOT CAUSE
KEEP EMOTIONS ON A LEASH
- Conflict is an inevitable part of working in a team
- Judge argument (good or bad) based on outcomes and your team’s ability to handle them
- Conflicts can be based on either emotional aspect or substantive
- The main sources of arguments are: missing element of clarity in both communication and roles, ignoring minor issues, as well as lack of direction
- The main objective of conflict resolution is to reach mutual understanding and agree on the solution.
- Start disagreement by ensuring that you’re: aware of the conflict, cooperative and focused on the resolution
- Thorough the discussion remain empathic, open and listen to others
- Prevention is the best solution to conflicts, but not always possible to achieve
- Do the hard thing – don’t ignore signs, talk to others, be honest
- Don’t go for easy immediate wins which would endanger element of trust within the team. Trust is the most important quality in a team.