Managing conflicting goals: how to continue acting confidently

In your day-to-day management work, you are often faced with situations in which two goals cannot be reconciled. One of the classic dilemmas is the question: Do I put the individual before the collective or the other way around? On this page, we have put together a few tips on how you can manage different, sometimes contradictory conflicts of objectives.

These are classic conflicts of objectives in day-to-day management

In everyday business life, budget issues often form a dilemma. Various investments have to be made, but not enough money is available for them. Those responsible now have to set priorities and decide which investment can move the company forward. But such conflicting goals also characterize everyday management at the team level.

An employee has private problems, is absent for a longer period of time or does not perform as required. The work is shared by the entire team for a certain period of time. As a manager, you have to decide again and again how long the situation is still acceptable for the team. On the one hand, you want to support the individual employee in this exceptional situation. On the other hand, this is at the expense of the entire team, which may have to work overtime and carry a heavier workload for a longer period of time.

Other conflicting goals may include:

• Structure vs. freedom for employees
• Trust vs. management and control
• Proximity vs. distance to employees

How to manage conflicting goals and stay confident as a leader

When you are faced with a conflict of goals, the first important realization is that you cannot solve this conflict, you can only manage it. You are always faced with the challenge of setting new priorities and at the same time remaining true to your inner compass. This makes it all the more important to define values in advance that can point the way in the event of conflicting goals.

1. Recognizing conflicting goals in good time
   The first hurdles often arise at this point. It is one thing to receive sick notes from an employee over a longer period of time, but it is quite another to see the additional workload on the team and to recognize that a conflict of objectives is arising from this.
2. Accepting and naming conflicting goals
   Conflicts do not resolve themselves. Quite the opposite. In the example of the employee who dropped out, such a conflict may even intensify. If the employee continues to drop out or only performs at a certain level, there may be a high level of motivation to change within the team or hardened conflicts may arise within the team. The sooner you recognize such a conflict, the easier it is to resolve.
3. Analyze and discuss conflicting goals
   Conflicting goals often influence each other in a company. It is therefore all the more important to make yourself aware of the relationships between the individual goals and then to put the conflict on the agenda for the next meeting. Who is involved in the conflict? Afterwards, you and your team will discuss a strategy to manage the conflicting goals without losing sight of the defined values.
4. Designing rules for dealing with conflicting goals
   Conflicting goals cannot be avoided and come up again and again. This makes it all the more important to come up with rules for dealing with these conflicts. Which principles do we continue to adhere to even in conflict situations? Which rules can be thrown overboard in an emergency?

Overarching goals can help manage minor conflicts of objectives and make the right decisions. Do you need support to further develop your leadership skills? Then our coaches will be happy to assist you with individual training.