What are common mistakes servant leaders make when resolving conflicts?

1 Not addressing conflicts early

One of the biggest mistakes servant leaders can make is to ignore or avoid conflicts, hoping they will go away or resolve themselves. This can lead to resentment, mistrust, and poor performance among the team members, as well as missed opportunities for learning and improvement. Servant leaders should not shy away from addressing conflicts early, before they escalate or damage relationships. They should approach conflicts as opportunities to understand different perspectives, clarify expectations, and find mutually beneficial solutions.

2 Taking sides or playing favorites

Another common mistake servant leaders can make is to take sides or play favorites when resolving conflicts, either consciously or unconsciously. This can create a perception of bias, unfairness, and favoritism, which can erode trust and morale among the team members. Servant leaders should strive to be impartial and objective when resolving conflicts, and avoid making assumptions or judgments based on personal preferences or opinions. They should listen to all parties involved, acknowledge their feelings and concerns, and focus on the facts and the goals of the team.

4 Not modeling or reinforcing positive behaviors

A fourth common mistake servant leaders can make is to not model or reinforce positive behaviors when resolving conflicts, such as empathy, respect, honesty, and openness. This can undermine their credibility and influence as leaders, and send mixed messages to the team members about the expected standards and values of the team. Servant leaders should demonstrate and practice the behaviors they want to see in their team members, and recognize and reward them when they exhibit them. They should also provide constructive and timely feedback when they observe behaviors that are detrimental to the team's performance and culture.

5 Not learning or improving from conflicts

A fifth common mistake servant leaders can make is to not learn or improve from conflicts, and repeat the same errors or patterns in the future. This can limit their growth and development as leaders, and prevent them from achieving their full potential and impact. Servant leaders should reflect and learn from their experiences in resolving conflicts, and identify their strengths and areas for improvement. They should also seek feedback and guidance from others, such as mentors, coaches, or peers, and implement action plans to enhance their skills and competencies in conflict resolution.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?