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4 Dynamic Conflict Management Strategies by Amy Morgan

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4 Dynamic Conflict Management Strategies 

Understand the root causes of team trouble and how to best mitigate them

by Amy Morgan

Collaboration is the foundation of every dental practice’s success. Maintaining a smooth workflow and delivering seamless patient care demands strong teamwork, clear communication and effective coordination. In a setting where colleagues work in close proximity—often hand in hand—and tasks are interdependent, the stakes for maintaining workplace harmony are high.

Conflicts, however, are an inevitable reality of every workplace. In fact, 76% of respondents say they occasionally or often deal with conflict at work, according to The Myers-Briggs Company’s latest “Conflict at Work” study. While highly prevalent, workplace conflicts can—and should—be effectively managed and resolved to avoid larger issues.


Why effective conflict resolution in dentistry matters
Conflict is stressful. It’s uncomfortable, awkward and wildly disruptive. Given its unpleasant characteristics, some leaders may do everything they can to outright avoid or ignore conflict. That’s not an option for dental practice leaders.

With high stress and employee turnover plaguing the industry, proactive conflict management can make the difference between a peaceful, productive workplace and one riddled with issues, tension and dissatisfaction. Heed these stats from the American Psychology Association’s 2023 Work in America Survey as a warning: Some 59% of workers who weren’t satisfied with their jobs described their workplace as toxic. Of those who reported a toxic workplace, 58% said they planned to look for a new job in the next year.

The key to employee retention: preventing and managing conflict. Step one in the process is understanding the root causes and impacts of workplace conflict.

According to the latest Myers-Briggs’ “Conflict at Work” report:
  • Poor communication (47%) and lack of role clarity (42%) are the top causes of conflict.
  • In third and fourth place are heavy workloads (38%) and personality clashes (37%).
  • Respondents also cited dysfunctional teams (27%), poor leadership (19%), and inadequate resources (24%) and training (17%) as reasons for workplace conflict.
  • One in five workers (20%) have experienced the negative outcomes of poor relationships, loss of trust and a lack of cooperation because of conflicts at work.
  • Some 14% of workers said they felt unmotivated, angry or frustrated after a conflict.
While the importance of conflict management as a leadership skill was emphasized by 98% of respondents, workers also said “ensuring workplace conflicts are managed effectively” falls nearly equal to both supervisors (44%) and everyone (42%) on a team.

Those who viewed their managers as strong conflict resolvers reported higher job satisfaction. Sixty-five percent of respondents indicated their leaders could stand to improve their conflict management skills. Areas noted with room for improvement include: not avoiding conflict, listening more attentively, communicating more regularly and clearly, and addressing conflicts early, quickly and directly.


Four actionable strategies for conflict management
Here are four actionable strategies practice leaders can take to create a workplace where conflicts are less likely to escalate, to manage office discord and to strengthen team dynamics:

1. Define roles and responsibilities
Unclear job duties can lead to misunderstandings and blame when tasks, even simple ones like reordering supplies, fall to the wayside. Avoid this by ensuring team members have detailed job descriptions and a clear understanding of their roles and responsibilities. When new tasks and assignments arise, leaders should clearly communicate what’s expected. The key to preventing potential conflicts is avoiding vague, last-minute instruction. By being clear with their expectations, leaders can promote accountability for both themselves and their employees.

2. Hold regular one-on-one meetings
Dental team members may hesitate to raise concerns or draw attention to office conflicts. They should, however, feel safe to voice their concerns without fear of retribution. Having regular one-on-one check-ins can provide that safe place for team members to openly share any issues they’ve witnessed or experienced. In larger practice settings, employees can also benefit from skip-level meetings, allowing them to speak directly with higher-level supervisors. When leaders are proactive in regularly connecting with employees, they can identify and address conflicts early.

3. Establish a conflict resolution plan
Even the most proactive leaders can’t completely evade workplace conflicts. They are a natural occurrence when people work closely together. However, with a simple, yet structured, conflict resolution plan in place, dental practice leaders can effectively guide their teams through any dispute. Conflict resolution plans should include, and clearly outline, the following:
  • Definitions of conflicts and reporting guidelines
  • A step-by-step conflict resolution process
  • Assigned roles and responsibilities for resolving conflicts
To ensure a fair and effective approach to conflict management, plans should also emphasize the importance of communication, confidentiality and respect throughout the resolution process.

4. Offer training
Conflict management and resolution aren’t inherent traits for many leaders and workers. By providing ongoing professional development opportunities that focus on topics such as open communication, conflict resolution, active listening, mediation and teamwork, practices can reduce workplace tensions and empower employees to actively participate in preventing and resolving issues. Investing in your team will cultivate a culture of continuous learning, collaboration and mutual respect, ultimately strengthening the entire practice.


The bottom line of conflict resolution
Proactive conflict management and resolution is essential to establishing and maintaining a cohesive and productive dental workforce. By fostering a working environment that values and practices open communication, sets clear expectations, addresses issues quickly and offers ongoing educational opportunities, dental practices can enhance their workplace dynamics and ensure their patients receive care from a satisfied, thriving and harmonious team.
Author Bio
Amy Morgan Amy Morgan is the vice president of practice growth strategy at Spear Education, a leading provider of advanced dental education and practice management solutions. With more than 25 years of experience as a consultant, trainer and former CEO of Pride Institute—a nationally renowned practice management consulting firm—Morgan has helped thousands of dental practices thrive.
Dentaltown Magazine
September 2025
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