Workplace cultures that are generally supportive and collaborative usually have fewer conflicts - because they approach disagreements as opportunities to innovate, converse, connect, and build something new. 

Usually that's easier said than done, but an essential element is to build trust on your team. 

Building trust within your team, no matter the larger culture in which you work, goes a long way toward preventing conflicts on the team.

• If you're new to managing this team, it can be relatively easy to build trust:

  • get to know your team members;

  • find excuses to share fun, light-hearted moments with them;

  • say a heartfelt “thank you” for specific actions whenever you can;

  • and, follow through on whatever plans or promises you may make to them.

• If you can’t follow through, or if you’re finding that on stressful days you are a bit less nice than you would want to be - just be authentic. Let the team know that you’re having a tough...

1. control every part, however small, of (an enterprise or activity). 

Ask: What’s the micromanager’s motivation?

People may micromanage for different reasons. Often, they don’t know how else to manage; they may have to deal with a micromanager themselves and require info from you to pass on; or, they may think they’re supporting you by checking on tasks. You may be able to figure this out on your own through reflection and observation, or, you may have to ask them - tactfully - about it. 

Example: “I notice that most of our conversations are about tasks rather than how...