Resolving Architectural Conflicts in Development Teams

Not every conflict is inherently bad. If architectural viewpoints clash without causing negative business consequences, it can even be beneficial. Diverse opinions and healthy competition encourage developers and architects to engage more deeply and consider various aspects of the architecture.

When to Take Action?

Action is necessary if a conflict starts affecting the business. For example:

1. Development is stalled due to a lack of agreed architecture.
2. Inconsistent architectural decisions appear in different parts of the system because specialists failed to reach an agreement.
3. A personal conflict arises between team members due to disagreements over architecture.
4. Other similar situations that hinder progress.

If the Conflict Stays Professional

In professional disputes, it's important to clearly define the roles and responsibilities of each participant. Often, a discussion highlighting that the chosen solution involves full accountability for its effectiveness helps participants approach the problem more comprehensively and objectively.

Architectural disputes cannot rely on democratic voting — someone must take the final decision and bear responsibility for it. This role could be:

• An informal leader;
• A designated architect;
• A team lead, tech lead, or CTO.

The key is that this person must listen to other specialists' opinions. Leaders should foster an environment where all ideas and arguments can be discussed openly.

Architectural Committee: A Solution for Larger Teams

If resources allow, creating an architectural committee is an excellent idea. This body:

• Regularly discusses architectural challenges;
• Consists of specialists with the highest expertise in various aspects of the product;
• Can include external consultants for an unbiased perspective.

This practice has proven to be effective: employees appreciate the opportunity to discuss complex topics with professionals, and the resulting decisions are of high quality.

If the Conflict Turns Personal

If the conflict escalates into a personal issue, it must be addressed first. Potential steps include:

1. Facilitate a direct conversation. If both parties are willing to engage in an open dialogue, this is often the best way to resolve the issue.
2. If dialogue isn't possible, analyze the situation further:
   • Motivate the participants to resolve their differences, if the project's circumstances allow for it.
   • If motivation fails, separate the individuals: assign them to different tasks, teams, or projects.
   • In extreme cases — part ways with one of the individuals.

From my 18 years of experience, deep personal conflicts rarely resolve on their own. They tend to escalate over time, having a destructive impact on the team and ultimately harming the company as a whole.