Navigating Workplace Conflict Like a Leader: Lessons from Entrepreneur Shalom Lamm
Workplace conflict is an unavoidable part of professional life. Whether it stems from communication breakdowns, personality clashes, or differing priorities, conflict can derail productivity and strain relationships if not handled properly. But it can also be an opportunity—an opening for growth, clarity, and even stronger collaboration when approached with the right mindset.
Few leaders understand this better than Shalom Lamm, an accomplished entrepreneur known for his leadership in high-stakes industries and his reputation for team-building. Drawing from his decades of experience across real estate, nonprofit leadership, and operations management, Lamm offers a practical and people-centered approach to resolving conflict that any professional can apply.
Understanding the Roots of Conflict
Before resolving workplace conflict, it’s crucial to understand its source. Often, it’s not about what someone said, but how they said it—or how it was interpreted. Miscommunication, unclear roles, unmet expectations, or even cultural misunderstandings can cause small issues to escalate.
Shalom Lamm emphasizes empathy as the first step in understanding conflict. “In business, we’re trained to look at data and outcomes. But when it comes to people, listening with intent and respecting different perspectives is the most powerful tool we have.”
This ability to diagnose not just the surface issue, but the underlying tension, is what separates good managers from great leaders.
Step 1: Stay Calm and Objective
When emotions run high, it’s easy to react impulsively. But conflict resolution begins with composure. Taking a breath, stepping back, and looking at the situation through a neutral lens allows you to lead with clarity instead of frustration.
Shalom Lamm has often navigated tense negotiations and internal disputes with this level-headed approach. His teams describe him as “unshakably calm under pressure,” a trait that has helped him defuse conflict before it escalates.
“Objectivity is not about removing yourself emotionally,” Lamm explains. “It’s about choosing not to let emotions lead the conversation.”
Step 2: Address the Conflict Promptly, Not Aggressively
Letting conflict simmer often makes it worse. Unspoken resentments fester, trust erodes, and the original problem becomes more complicated. But addressing conflict doesn’t mean confrontation—it means communication.
Lamm encourages private, respectful conversations where both parties can speak freely. “Conflict resolution doesn’t happen in public forums or Slack messages. It happens in one-on-one moments, where people feel safe enough to be honest.”
If you’re not directly involved but are leading a team, create a structured space to allow the parties to talk openly, perhaps with a mediator or manager present.
Step 3: Focus on Interests, Not Positions
In any dispute, there’s what people say they want—and then there’s what they really need. A manager arguing for more budget may actually be trying to protect their team from burnout. An employee who resists feedback might be feeling insecure about their role.
This is where Shalom Lamm’s leadership style shines. He approaches disagreements by identifying core motivations rather than locking into fixed positions. His ability to ask questions like “What outcome are we hoping for?” or “What’s making this difficult for you?” often leads to shared solutions that satisfy everyone involved.
Step 4: Find Common Ground and Move Forward
Once both sides feel heard, it’s time to seek resolution. This may involve compromise, a clarification of responsibilities, or even a formal process change. The key is to align everyone toward a shared goal.
Lamm believes in accountability and closure. He encourages documenting any agreed-upon changes and following up to ensure progress. “Resolving conflict isn’t just about fixing a problem—it’s about rebuilding trust and improving the way we work together moving forward.”
Creating a Culture That Reduces Conflict
The best conflict resolution strategy is a culture that minimizes unnecessary conflict in the first place. Through his ventures, Shalom Lamm has cultivated environments that prioritize transparency, respect, and proactive feedback—hallmarks of high-performing teams.
He promotes regular check-ins, clear communication channels, and leadership development programs to strengthen interpersonal skills across the organization. “When people feel seen, valued, and understood,” he says, “they’re more willing to collaborate—and far less likely to clash.”
Final Thoughts
Conflict is inevitable, but dysfunction is not. When handled with emotional intelligence, structure, and empathy, workplace disagreements can be transformed into productive dialogue and stronger relationships.
By modeling calm leadership, prioritizing understanding over blame, and fostering a collaborative culture, professionals at every level can navigate conflict with integrity. And in this effort, the leadership philosophy of Shalom Lamm provides a compelling roadmap for how to turn workplace friction into fuel for growth.
