I see conflict as a natural part of collaboration and co-creation — it usually means people care deeply about the work. The key is to channel that energy toward clarity instead of tension.
When conflict arises, I start by listening — really understanding each person’s perspective and what’s driving it. Often, disagreement comes from different assumptions or priorities. Once we surface those, I bring the conversation back to our shared goal — the user experience and the vision for the product.
I make sure discussions stay objective by grounding them in data, user insights, or design principles. For example, if two designers have opposing ideas for a feature, we might prototype both and test which one better serves user motivation. That shifts the dialogue from who’s right to what’s right for the end-user.
Finally, I follow up individually if needed, to ensure everyone feels heard and respected. Product teams thrive on trust, so I see conflict as an opportunity to strengthen that trust through transparency and empathy.
PERSONAL CONFLICTS
If the conflict comes from a personal disagreement, I address it privately and early. I stay calm, listen actively, and try to understand their perspective before explaining mine. Most conflicts come from miscommunication, so I focus on restoring trust and alignment rather than proving a point or taking sides.
I’ve found that honest, respectful conversations almost always turn tension into better relationships and collaboration.
(I had a manager before that I worked together for a project. He was known for being a somewhat a difficult person. I was the lead in that project and he was in an advisory role. But during discovery, he kept on overlapping my responsibilities and trying to micromanage. I invited him to a one-on-one, told him about what I observed and it turned out, he was not even aware that he is stepping on my role. We talked it out, he apologized. So, what would seem like a disastrous relationship became a great one and rolled-out a great product and a good working relationship in the end. I think with the right communication, one can turn conflict into collaboration)