Introduction
Conflicts within teams can seriously delay project progress and damage team spirit if not addressed promptly and thoughtfully. At Robotic Club Elhamma, a disagreement between two trainers over session management styles was causing disruption, reduced collaboration, and project delays. As the Director of the Club and Project Manager, I intervened by applying a structured collaboration technique for conflict management. This approach successfully resolved the issue, restored teamwork, and got our projects back on track.
Background
Robotic Club Elhamma is a youth-focused organization dedicated to developing technical and leadership skills through robotics projects and competitions. The club operates through hands-on sessions led by experienced trainers who guide members through technical challenges and innovation.
During a critical project phase involving competition preparation, a conflict arose between two lead trainers regarding how training sessions should be structured. This disagreement escalated, causing confusion among members, slowing project timelines, and straining the club’s collaborative culture.
As the Director and Project Manager, I recognized the serious risk this conflict posed to our project delivery, team morale, and the club’s overall mission. Immediate conflict management action was necessary.
Challenges
- Trainer Disagreement: Trainers had fundamentally different visions for session structure—one favored strict theoretical preparation, the other prioritized practical, hands-on learning.
- Team Division: Members began informally aligning with one trainer or the other, weakening group unity.
- Project Delays: Conflicting directions caused confusion and slowed down robotics project development.
- Damaged Morale: The tension created a stressful environment, reducing motivation and engagement.
- Risk to Club Reputation: Delay in projects risked underperformance in upcoming competitions.
Solutions Implemented
- Applied a Collaboration Conflict Management Technique: As Director and Project Manager, I facilitated a structured dialogue session using the “Interest-Based Relational Approach” (IBR), ensuring both trainers could share their goals without judgment.
- Identified Common Goals: Guided both trainers to recognize their shared vision — providing the best possible training for our members.
- Developed a Hybrid Session Model: Co-created a new session format combining both approaches — dedicating part of each session to theory, and part to hands-on practice.
- Set Clear Roles and Responsibilities: Assigned each trainer leadership over the area that matched their strength, promoting ownership and mutual respect.
- Reaffirmed Club Values: Emphasized the importance of collaboration, mutual respect, and prioritizing the club’s success over personal preferences.
- Continuous Feedback Loop: Established weekly check-ins to monitor team dynamics and resolve any future tensions proactively.
Results
- Conflict Resolved: Trainers reached a mutually satisfying agreement while maintaining their authority and pride.
- Project Timelines Restored: Robotics projects resumed at full speed, allowing the club to meet critical competition deadlines.
- Improved Collaboration: Club members benefited from a richer learning experience blending both theoretical and practical skills.
- Increased Team Morale: Positive energy and motivation levels among members were fully restored.
- Strengthened Club Culture: This conflict resolution reinforced a culture of dialogue, flexibility, and shared commitment at Robotic Club Elhamma.
Key Takeaways
- Leadership Intervention Matters: Direct, structured management can turn conflict into an opportunity for stronger collaboration.
- Focus on Shared Goals: Highlighting common objectives reduces tension and fosters teamwork.
- Hybrid Solutions Create Balance: Combining different approaches often leads to richer and more effective outcomes.
- Prevention Through Communication: Ongoing dialogue prevents small disagreements from becoming large obstacles.
- Strong Culture is an Asset: Values like collaboration and respect become powerful tools during crises.
Conclusion
Conflicts are inevitable in dynamic, innovative environments like Robotic Club Elhamma. However, with the right leadership and techniques, they can be transformed into opportunities for growth.
As Director of the Club and Project Manager, I led a structured conflict resolution approach that restored team unity, accelerated project execution, and strengthened the club’s culture.
By focusing on collaboration, shared goals, and mutual respect, Robotic Club Elhamma emerged stronger — ready to tackle future challenges and achieve even greater successes.
