For many leaders, workplace conflict is something to avoid—an uncomfortable distraction from productivity. But for Eduard Ortega, a Certified Management Accountant (Australia) and founder of Remotely Philippines, avoiding conflict isn’t just unproductive—it’s dangerous.
“When you ignore conflict, you don’t eliminate it—you allow it to grow underground,” Ortega explains. “And when it resurfaces, it’s often more damaging than if it had been addressed early.”
As someone who has led cross-functional and remote teams in high-stakes financial environments, Ortega has seen firsthand how unspoken tensions erode trust, stall collaboration, and reduce team performance. “People don’t disengage because of too much feedback—they disengage because they feel unheard.”
His approach to conflict is grounded in transparency, psychological safety, and proactive communication. Rather than reacting to symptoms, he focuses on identifying root causes. “If someone’s performance suddenly drops or tension rises in a team, there’s always a story behind it. You have to listen before you fix.”
One of the most important lessons Ortega learned was to avoid assigning blame. “Confrontation doesn’t have to mean conflict escalation. When you lead with curiosity instead of accusation, people open up. That’s when real solutions happen.”
Ortega creates space for open dialogue—whether through one-on-one check-ins, structured feedback sessions, or anonymous reporting mechanisms for remote teams. He believes leaders must model calm, constructive responses, especially when emotions are involved.
“Conflict isn’t a sign of failure. It’s a sign that something matters enough to speak up about. And when handled right, it becomes a turning point, not a setback.”
He also emphasizes the long-term impact of addressing issues early. “When people see that feedback is welcomed and issues are resolved respectfully, it builds trust. And trust is the foundation of every high-performing team.”
His advice for other leaders? Stop fearing the uncomfortable conversation. “The hard talks are usually the most important ones. If you avoid them, you’re not protecting your team—you’re holding it back.”
For Ortega, confronting conflict isn’t about being aggressive—it’s about being accountable. And in today’s fast-moving workplace, accountability is the leadership skill that can’t be ignored.
