Seven dispute resolution tips for physicians leading care teams

Understand Different Personalities and Communication Styles

Rich Birke, writing in Medical Economics, emphasizes that effective conflict resolution starts with recognizing different personality types and conflict styles. He explains that individuals tend to develop approaches based on upbringing, culture, and experience. These styles typically fall into three categories: controlling (high assertiveness/low empathy), accommodating (low assertiveness/high empathy), and avoidant (low empathy and assertiveness). While controllers may dominate conversations, accommodators often suppress their own needs, and avoiders may let issues fester. By understanding these approaches, care team leaders can address disputes more thoughtfully, fostering better communication in healthcare settings.

Promote Open Communication

Listening actively and encouraging open dialogue are essential components of effective dispute resolution. Birke suggests replacing judgment with curiosity, particularly when team members recount conflicts. Rather than interjecting with criticism, leaders can say, "Tell me more about that," to create an environment where individuals feel heard. Open-ended invitations like these can de-escalate tension and lead to productive conflict resolution strategies. This technique may help promote stronger team management in medicine by creating space for all voices to be heard.

Set Clear Roles and Responsibilities

Birke highlights the importance of clarity within care teams to minimize unnecessary disputes. Many conflicts stem from misunderstandings about who is responsible for what, especially in high-stress environments like healthcare. Defining team roles and processes can help reduce confusion and foster smoother team dynamics. Dispute resolution processes should be tailored to clarify expectations and encourage accountability without micromanagement.

Lead by Example: Demonstrate Respect and Empathy

Leaders play a key role in creating a culture of respect and empathy. Birke notes that psychological safety—where team members can share ideas or critiques without fear—is critical to avoiding destructive conflicts. Leaders who model respectful communication, provide constructive feedback, and encourage collaboration in healthcare may build teams that manage disagreements more effectively. Studies suggest that psychologically safe workplaces often perform better and foster greater engagement, making these qualities essential to successful team leadership.

Implement Regular Feedback Mechanisms

Regular feedback is helpful for identifying potential conflicts before they escalate. Birke explains that conflicts often begin as task-based disagreements but can grow into personal disputes if left unresolved. By addressing issues early through structured feedback sessions, care teams may focus on productive conversations about processes and outcomes. Leaders should consider conflict resolution strategies to turn task-based conflicts into opportunities for improvement.

Encourage Team Building Activities

To reduce workplace tension, Birke suggests creating opportunities for team members to decompress and bond. These activities can foster stronger relationships, contributing to more effective team management and minimizing unnecessary disputes. In high-stress healthcare environments, prioritizing caregiver well-being is essential. Leaders should provide access to mental health resources and highlight the importance of self-care to promote team resilience.

Contact Third Party Conflict Resolution Professionals

Birke advises that leaders recognize when it’s time to seek outside help. Engaging dispute resolution services, enlisting in conflict resolution trainings, or consulting with conflict resolution professionals is not a sign of weakness but a strategic choice. Outside professionals may provide helpful tips and mediate challenging situations, ultimately improving organizational dynamics. This is particularly beneficial for addressing conflicts in clinical settings, where external guidance may provide fresh perspectives.