Amy Gallo writes: “Research shows that teams where people feel safe to disagree outperform other teams. They make better decisions. And the friction that accompanies disagreement—even if unpleasant at times—allows for creativity and growth. At the same time, there is a difference between healthy and unhealthy conflicts. So what can a manager do to encourage more healthy conflict? It starts with acknowledging that conflict is expected and inevitable, and not only tolerating the normal tensions that all teams face, but also surfacing and leaning into them. Here are a few approaches for doing that.”