Whether it’s design disagreements or different working styles, interpersonal conflict within your firm is inevitable. This week, we asked nine designers—Olivia Botrie, Meghan Jay, Brandon and Summer Jensen, Stephanie Larsen, Susan Marinello, Britany Simon, Diana Wagenbach and Emily Winters—how they address the collaborative challenges that arise at the office.
Family Values
“We credit our ability to work together harmoniously to clearly defined roles, constant communication, and a deep-rooted respect shaped by our unique upbringing [in Hawaii] and the Hawaiian value of ohana. Growing up as the only full siblings in a blended family, we learned early on how to navigate emotional dynamics with grace and open communication. We’ve learned to separate personal emotions from professional decisions; those boundaries keep us grounded. We check in constantly, even over quick texts, so nothing builds up or gets lost in translation. This mindset of treating our team, vendors and clients like family guides our approach to conflict with empathy, accountability and shared purpose. Defined responsibilities, mutual trust and a culture built on respect allow us to move through challenges without micromanaging one another, keeping the firm rooted in values as strong as its designs.” —Brandon and Summer Jensen, Hawk & Co, Laguna Beach, California
Constructive Disagreement
“Conflict is a natural part of working in a creative, fast-moving environment—and we don’t shy away from it. At our studio, no one works in a silo. Our process involves a lot of collaboration across roles, so we really depend on each other, and make a point of staying aligned throughout each phase of a project. That level of teamwork means occasional friction is inevitable, but it also means we’re constantly learning how to communicate better and support one another. When something does come up, we try to address it early and directly. Most conflicts stem from unclear expectations or miscommunication, and those are things we can fix. We’re big believers in honest, respectful conversations that keep the focus on what’s best for the project. We’ve also found that some of our best ideas come out of constructive disagreement. As long as everyone feels heard and supported, a little friction can actually push us to do better work. At the end of the day, we’re all working toward the same goal: creating great spaces for our clients.” —Olivia Botrie, Dart Studio, Toronto
Open Door Policy
“Clear communication is essential in any relationship, personal or professional. I keep the door open for my team to share concerns, questions or goals, which helps prevent major conflicts. When issues arise, I address them directly and respectfully, encouraging open and honest dialogue. Since most conflicts stem from miscommunication, I make space for my team to share feedback and thoughts in a supportive environment. A successful team is one that feels heard, valued and supported!” —Meghan Jay, Meghan Jay Design, Evanston, Illinois
The Third Way
“I recently started working with a business consultant, and she keeps reminding me of the ‘third way.’ I often get stuck in either-or scenarios, but [brainstorming a] third—or fourth or fifth—way is a great way to remember: Your first instinct isn’t wrong, but what if you reframe it and think about it in a different way? Think it through and then think of different ways to resolve the conflict.” —Diana Wagenbach, Studio W Interiors, Hinsdale, Illinois
Be Direct
“I try to approach conflict with honesty and empathy. If there’s tension within the team—or with a vendor or client—we talk it through, listen to each other, and find a path forward that keeps the project (and the relationship) intact. I’ve found that being direct but respectful goes a long way. Most of the time, those tough conversations actually lead to better collaboration in the long run.” —Britany Simon, Britany Simon Design House, Scottsdale, Arizona
Take a Step Back
“When conflict arises—and it will—it’s so important to take a quick step back from the situation and reassess as objectively as possible. During that quick reassessment, remember your role as a coach and mentor to your team. Your job is to guide them, even through conflict, and to always keep everyone’s best interest in mind. Once you’re in a positive, peaceful place, talk to the people involved. Chances are, they had no intention for conflict, and a quick conversation from a place of understanding can get everyone back on a similar page. But don’t avoid the conflict or try to triangulate with others on your team. The best approach is always a direct one, from a place of learning, growing and becoming the best team possible.” —Emily Winters, Peabody’s Interiors, Brown Deer, Wisconsin
To the Source
“If we have internal conflict, I seek to understand and find out what others are feeling before making any judgments. I manage it as swiftly and directly as possible. My experience has taught me that most people do not like conflicts and will do anything to avoid them. Not everyone has mastered the art of eloquently explaining what is troubling them. So much of my role is supporting people in good communication efforts so everyone can gain confidence in themselves and others. Resolving something quickly and thoughtfully teaches everyone that they can be heard and respected. This is as true with employees as it is with clients. Communication is the most important tool to any success we have as a team and a business.” —Susan Marinello, Susan Marinello Interiors, Seattle
Constant Communication
“I’m grateful to say that conflict has been rare within my firm over the past 28 years. I attribute that to open communication and a supportive team culture. We hold weekly meetings to align on current projects, address challenges and ensure everyone feels heard. If an issue arises, we tackle it immediately—focusing on solutions, not blame. Our approach is rooted in respect, accountability and collaboration. Creating a space where everyone feels safe to contribute is key to our long-term success.” —Stephanie Larsen, Stephanie Larsen Interior Design, Sedona, Arizona
