Build Teams That Can Hold Tension
“Conflict is simply energy — and it’s up to us to use it wisely.”
— CRR Global
Most teams are uncomfortable with conflict.They avoid it. Soften it. Sweep it under the rug.
Especially the harmonizers — the quiet stabilizers of every group — who’ve learned that calm means safety and tension means danger.
But avoiding all conflict doesn’t build strong teams. Learning to hold moderate, healthy tension — especially around ideas, goals, and values — does.
Because when real conflict is surfaced and supported, something powerful happens.
It’s where trust deepens.
It’s where creativity sparks.
It’s where new ideas take root.
Conflict isn’t a failure of collaboration. It’s often the signal that something new is trying to emerge.
That moment is the “edge”—the point where new insights begin to take shape.
Conflict Is Creativity in Disguise
At its core, conflict isn’t just a clash of opinions. It’s the tension between multiple truths trying to co-exist. Not just two sides. Not just “right” and “wrong.” Conflict shows up when diversity shows up. Different backgrounds. Different values. Different priorities. Different lived experiences.
But let’s be clear:
Relationship conflict — personal attacks, emotional reactivity — breaks trust and harms performance.
Task conflict — challenging ideas, questioning assumptions — sparks creativity and better decisions.
In fact, a meta-analysis of more than 100 studies and 8,000+ teams found that:
Moderate task conflict improves creativity and decision quality, while personal conflict consistently hinders team performance — and "the absence of conflict isn’t harmony, it’s apathy" (McKinsey - Cracking the code of team effectiveness)
This is the heart of innovation: holding multiple truths in the same room long enough to create something new.
Conflict often marks the edge — the point where the familiar way of working no longer fits, and something new is pressing to emerge.
When teams stay present at the edge — instead of backing away — they unlock transformation.
Conflict Builds Real Connection
True connection doesn’t come from constant agreement.
It comes from seeing each other clearly — and still staying in the room.
When people express what’s real — and others truly listen — teams move from surface-level agreement to deep mutual respect.
It’s not always comfortable. But it is transformative.
When a group moves through conflict together — honestly, openly, with curiosity — they get stronger. More creative. More resilient. Because now they’ve built something together. Not just a solution — a shared truth.
Why We Avoid It
Most of us have been taught — through upbringing, culture, or past experiences — that conflict is dangerous.
We associate it with:
Emotional volatility
Disconnection
Rejection
Power struggles
But healthy conflict isn’t any of those things.
It’s not a threat. It’s a skill. And it can be practiced, supported, and built into the fabric of any team.
How to Build a Culture That Can Hold Conflict
If you want creativity, innovation, and growth — you have to design for difference. You have to build systems that can hold tension without collapsing under it. Here’s where to start:
Normalize discomfort. Don’t rush to agreement. Stay in the “creative heat” of the conversation.
Expand the frame. Assume there are more than two sides. Ask: “What are all the truths in the room?”
Push for clarity, not closure. You don’t need resolution right away — you need understanding.
Value the quiet voices. Often, the most powerful perspectives are the ones not yet spoken.
Support teams in crossing the edge. That’s where transformation begins.
McKinsey’s research on healthy teams shows that proactive conflict management is a core driver of performance—alongside trust, communication, and decision quality.
When Teams Learn to Hold Conflict
They stop playing it safe.
They speak more honestly.
They create more boldly.
They build trust that doesn’t just survive tension—it’s shaped by it.
This is the work.
Not avoiding conflict.
Not silencing tension.
But learning to engage with the right kind of conflict—the kind that moves teams forward.
Working together
If your team is navigating complexity, growth, or cultural change — and you’re ready to make conflict a strength, not a struggle — let’s talk.
Sources
De Dreu, C. K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741–749.
Boston Consulting Group. (2022). Fostering a Culture of Productive Conflict. Retrieved from https://www.bcg.com/publications/2022/fostering-a-culture-of-productive-conflict
McKinsey & Company. (2023). Go Teams: When Teams Get Healthier, the Whole Organization Benefits. Retrieved from https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/go-teams-when-teams-get-healthier-the-whole-organization-benefits
McKinsey & Company. (2015). Cracking the Code of Team Effectiveness. Retrieved from https://www.mckinsey.com/featured-insights/leadership/cracking-the-code-of-team-effectiveness
