While a certain level of conflict is likely to be the norm, it is your responsibility as a leader to identify whether it is destructive or constructive. Destructive conflict undermines the trust that is vital to a working relationship and includes:

• Personal attacks, either directly or through gossip
• Scapegoating
• Pointless griping about irrelevant issues or external forces that cannot be controlled

Handle destructive conflict by acknowledging the problem and using persuasion, reminding others of the vision, or otherwise deploying your power as a leader to resolve the conflict.

Constructive conflict, on the other hand, concerns divergent perspectives on your most important tasks or priorities — and needs to be incorporated into your vision. Ask pointed questions to draw the issues out, then insist that your employees discuss them openly and work out solutions.