Constructive Conflict: How to Fight Fair in a Group Practice
Let’s be real—conflict in a group practice isn’t if, it’s when. Whether you’re leading the whole damn team or just trying to make it through a Monday, tension is going to show up. And it can either fuel growth or completely derail everything you’ve built.
The trick? Learning how to actually handle conflict—without spiraling into gossip loops, weird vibes, or passive-aggressive Slack messages.
Conflict Isn’t Bad (But It Sure Feels Gross Sometimes)
Step one: let’s stop treating conflict like it’s a problem. Conflict is neutral. It’s data. It happens when different brains and experiences collide—and that’s kind of the whole point of having a team, right?
Handled well, conflict builds trust. It deepens relationships. It forces clarity. But when we dodge it or handle it poorly? That’s when things go sideways. Fast.
What Unhealthy Conflict Looks Like (AKA The Stuff That Sucks)
Unhealthy conflict is sneaky. It shows up as gossip, triangulation, micromanaging, stonewalling, resentment-fueled silence, and the kind of eye contact avoidance that could power a blackout. It’s all rooted in avoidance or control. And neither of those actually solve anything.
Spot it early, call it what it is, and deal with it like a grown-up.
Your Job as a Leader (Even If You Hate Conflict)
If you’re in charge, your job isn’t to avoid conflict—it’s to model how to do it. That means being direct without being a jerk, listening without shutting down, and building systems that make hard conversations easier to have.
Think: regular check-ins, clear conflict protocols, and actually following through when tension pops up. Conflict shouldn’t feel like a crisis. It should feel like part of how your team operates.
Rules of Engagement (So You Don’t Set Shit on Fire)
Some structure helps. A lot. Here are a few go-to “rules” I use and recommend:
Assume positive intent (they’re not out to ruin your life… probably).
Focus on behavior, not character (what they did, not who they are).
Ask before assuming (because mind reading is trash).
Be hard on the problem, soft on the person (channel your inner therapist).
Give people language to use (scripts help when emotions spike).
Do a Debrief. Seriously.
Nobody talks about this enough: post-conflict debriefs are where the real growth happens. Once the fire’s out, circle back. Talk about how it felt. What worked. What didn’t. What needs to happen differently next time.
This is where your culture either levels up or stays stuck in avoidance mode.
Want to keep building a team that knows how to handle hard things? This is literally what the Culture Focused Practice Membership is all about. Trainings, tools, and real talk—all designed to help you lead your group practice without losing your mind (or your culture).
And if EOS is your jam or you're just EOS-curious, join the EOS Mastermind waitlist and hop into the free Facebook group, The EOS Collective for Group Practices. You'll find a whole crew of owners who are figuring this out right alongside you.
Let’s turn conflict into clarity. Let’s get better at doing hard shit. You in?
👉 Join the Membership
👉 Hop on the EOS Mastermind Waitlist
👉 Join the Free EOS Facebook Group
About the Author
Dr. Tara Vossenkemper is a gently-candid consultant who’s been in the trenches of group practice ownership since 2017. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her animals or homeschooling her kids—because why not add more chaos to the mix?
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