Sample Scenario: When Keeping the Peace is Keeping Up the Conflict

Backstory:

In the bustling office of Cubicleville Tech, a simmering conflict between two team members, Jordan and Taylor, has reached a boiling point. Jordan, a dynamic Enneatype 3 (Go-Getter) marketing strategist, is known for their ambitious projects and high energy. Taylor, on the other hand, is a meticulous Enneatype 6 (Problem-Solver) data analyst, whose thoroughness and caution often slow down the pace Jordan prefers.

The root of the conflict lies in a major product launch. Jordan, eager to push the boundaries with bold marketing strategies, finds Taylor's extensive data validation processes frustrating, viewing them as roadblocks to innovation and speed. Conversely, Taylor perceives Jordan's haste as reckless, potentially overlooking critical data that could impact the product's success.

Alex, the team's supervisor and a quintessential Type 9 (Peace-Keeper), prefers harmony and avoids conflict at all costs. Their aversion to confrontation has led them to ignore the growing tension between Jordan and Taylor, hoping it would resolve itself. However, this avoidance has only allowed the problem to fester, affecting team morale and productivity. Colleagues have noticed the tension, with meetings becoming increasingly fraught and the once-collaborative team environment now feeling divided.

Problem:

The breaking point occurs during a crucial team meeting intended to finalize the product launch details. Jordan presents a bold, high-risk marketing plan that they believe will make a significant splash in the market. Taylor counters with a comprehensive risk analysis, suggesting a more cautious approach, citing potential pitfalls Jordan's plan overlooks.

The disagreement escalates, with both parties refusing to budge, and the rest of the team caught in the middle, unsure whose lead to follow. Alex, witnessing the dispute, remains silent, their discomfort with the conflict evident but their leadership absent in steering the conversation towards a resolution.

The Cohesive Team Deck can help Alex:

• Build authentic self awareness in this context.

• Understand what’s driving Jordan and Taylor’s behavior.

• Validate their interest in meaningful ways to them.

• Lead Jordan and Taylor towards a constructive solution.

Here’s the simple game plan in action.

 Know your Goal and Role

(the changes you want to see/the part your behavior plays in the situation)

Card Recommendation: Leader Mood Card – Type 9

The Leader Mood Card is the best bet to unleash this insight for Alex as it paints a picture of the core aspirations a team manager with that type has. This highlights the type of environment Alex is attempting to cultivate and the characteristics and traits he will most admire in others.   

Questions Alex can ponder after reviewing the Leader Mood Card:

1. How big is the gap between my type’s ideal team player description and the behavior of Jordan and Taylor?

2. Far Below Ideal

3. Below Ideal

4. Moderate

5. Close to Ideal

6. Very Close to Ideal

7. Has the situation triggered my confidence drainers? If so, what can I do right away to rebuild my confidence to deal with this situation?

8. What changes in this situation do I want to see?

Why this insight matters: Alex (and other types) is less likely to act or act skillfully if there’s a sizable gap between the ideal and the current situations and the confidence level is low. In addition, Alex (and other types) can use the insight to assess if the changes they want to see are realistic in the given context.

 Understand your Teammate’s Need and Feed

(the underlying needs the “problem” behavior satisfies)

 Card Recommendation: Enneatype Mood Card – Type 3 (Jordan) and Type 6 (Taylor)

The Enneatype Mood Cards for Jordan and Taylor’s types will illustrate their priorities and what matters most to each of the types in this context.

Questions Alex can ponder after reviewing the Enneatype Mood Cards:

1. What are 3 top values of Jordan’s and Taylor’s respective types?

2. What needs are motivating their interaction with one another?

3. Where is there inherent tension between their values and needs?

4. Where is there common interest between their priorities and values?

Why this insight matters: In general, it is better to understand the cause of the conflict (e.g. Jordan wants efficiency and Taylor wants precision) between the two types rather than focusing solely on the symptoms (e.g. Jordan cuts Taylor off mid sentence in meetings). Alex can use this insight to help Jordan and Taylor understand the source of their conflict and where they have mutual interests.

 Pick a Play

(swap feedback, ease tensions, play to strengths, encourage growth, etc.)

Card Recommendation:  Mind Ladder Card – Type 3 (Jordan) and Type 6 (Taylor)

Plays are interventions you can make to move team members towards greater alignment. Our standard four are indicated below along with the corresponding cards we recommend for preparing for the intervention:

• Swap Feedback (Feedback Cards)– share perspectives about what’s going on and discuss the impact of it.

• Ease Tensions (Mind Ladder Cards)– lower the heat on a disagreement and reestablish rapport.

• Play to Strengths (Enneateam Cards) – Increase the confidence and courage level of team members to address the problem.

• Encourage Growth (Leader Mood Cards) – Highlight opportunities for the team members to evolve beyond their type patterns and connect to a deeper purpose within the team.

The play we recommend is Ease Tensions since Jordan and Taylor had a disagreement at a meeting that led to an impasse.

Questions Alex can ponder after reviewing the Mind Ladder Cards:

1. What distorting filters are Jordan and Taylor using to jump to conclusions?

2. What interaction clarifiers would help each of them?

3. How can I best get them to reflect on these and find common ground?

Why this insight matters: This insight is the key to helping Jordan and Taylor break their own reflexive loops (cycle of unchecked assumptions that lead to quick decision making). Alex can use this insight to help them slow down their reactive behavior enough to develop an appropriate response to their situation.

 Adaptive Action

(complex team dynamics transformed into simple action steps)

Hopefully it is clear to see now how Alex has what he needs to create a simple game plan for action to realign the team. In short, he now has:

• A better idea of the part his leadership patterns played in the situation, what he can do to build his confidence in this moment, and the change he wants to see in the situation.

• An understanding of the inherent tensions between Jordan and Taylor’s types and how he can proactively communicate with them to ease the tensions now and to minimize future flare ups.

• Greater confidence to respond in the moment to what comes out of the next meeting he has with Jordan and Taylor. He has that confidence because he has insight into what’s going on beneath the surface, has non-judgmental language to describe it to others, and the opportunity to prove to himself and others that he has leadership skills to get his team back on track.

Question Alex can ponder now:

1. Given the insight I have, what are the 3 next steps I need to take to get Jordan and Taylor back on track?