If you’ve ever watched Ted Lasso, you know it’s more than just a show about soccer (or football, depending on your time zone); it’s about people. It’s a masterclass in leadership, empathy, and navigating conflict with heart. It’s about showing up for each other when things get tough, leading with kindness even when we’re frustrated, and learning to grow because of conflict, not just in spite of it.
Ted Lasso doesn’t avoid conflict. He meets it with curiosity, compassion, and a whole lot of biscuits. And while most of us aren’t managing Premier League teams, we are managing personalities, expectations, and the occasional locker room-level disagreement.
So, what can we learn from Coach Lasso when it comes to handling conflict in the workplace?
Lead with Curiosity, Not Judgment
One of Ted’s most memorable lines is, “Be curious, not judgmental.” It’s simple, but it carries weight. When conflict arises at work, it’s easy to jump to conclusions or make assumptions. But curiosity invites understanding. It opens the door to real conversations.
Think back to the dart scene with Rebecca’s ex-husband, Rupert. Ted doesn’t win because he’s lucky. He wins because Rupert underestimated him. Rupert never bothered to ask Ted any questions, never took the time to learn about him. Ted, on the other hand, had spent years playing darts with his father, a detail Rupert missed because he wasn’t curious. That moment wasn’t just about a game. It was a reminder that when we stop assuming and start asking, we gain insight. We build connections. That’s what curiosity looks like in action.
In the workplace, this means asking questions before reacting. It means listening to understand, not just to respond. When leaders and team members approach conflict with curiosity, they create space for resolution, not resentment.
Conflict Is Part of Growth
Ted never pretends everything is fine when it isn’t. He faces tough moments directly. Whether it’s Roy Kent resisting change, Jamie Tartt struggling with ego, or Nate dealing with insecurity, Ted sees conflict as an opportunity for growth.
In our own teams, conflict can feel uncomfortable. But it often signals that something important is at stake. Maybe someone feels unheard. Maybe expectations weren’t clear. Maybe emotions are running high. Whatever the cause, conflict is a chance to learn and improve. Take a note from Ted and take a second to acknowledge the situation. Talking about it gives people an opportunity to work through it, and you’re more likely to be able to move on from it.
Workplaces that embrace conflict as a natural part of collaboration tend to build stronger, more resilient teams. The goal isn’t to avoid tension. It’s to navigate it with empathy and intention.
Everyone Is Carrying Something
Ted’s optimism isn’t blind. It’s intentional. He knows that behind every difficult moment is a person with a story. A pressure. A fear. And he chooses to respond with compassion.
One of the most powerful examples of this is when Ted forgives Rebecca. No drama. No lecture. Just a quiet, heartfelt “I forgive you.” That kind of grace is rare, but it’s transformative.
In the workplace, emotional intelligence matters. It means recognizing that stress, personal challenges, or past experiences might be shaping someone’s behavior. Leaders who respond with empathy instead of frustration build trust and psychological safety, and that’s the foundation of any healthy team.
Build and be a Part of a Team That Supports You
Ted Lasso doesn’t just build a team; he’s a part of it. He leans on Coach Beard’s quiet wisdom, Keeley’s emotional insight, Roy’s blunt honesty, and Rebecca’s evolving strength. Each person brings something unique, and together they create a support system that helps everyone grow, including Ted himself.
In the workplace, it’s not just about having a team behind you. It’s about showing up for others, too. Conflict management works best when everyone feels safe to speak up, offer feedback, and lean on one another when things get tough. That kind of culture doesn’t happen by accident. It’s built through trust, shared values, and a willingness to listen.
Whether you’re leading a department or contributing to a project, being part of a supportive team means knowing when to step up, when to step back, and how to help others do their best work. Just like Ted’s crew, the strength of the team lies in how they show up for each other, especially when it matters most.
Growth Requires Accountability and Support
Jamie Tartt (doo doo doo doo doo doo) starts out as one of the most difficult personalities on the show. He’s talented, but arrogant. Competitive, but selfish. And yet, Ted sees something in him. Instead of shutting Jamie out, Ted gives him the space to grow. He challenges him, supports him, and lets him stumble without pulling away.
Over time, Jamie learns humility. He begins to understand what it means to be part of a team, to take the extra kick. He listens more, leads differently, and earns the respect of those around him, not because he was forced to change, but because he was given the opportunity to.
In the workplace, this kind of transformation is possible when leaders pair accountability with belief. Conflict doesn’t have to be the end of the story. It can be the beginning of growth, especially when people feel supported through the process. Leaders who guide with patience and purpose help their teams evolve, not just perform.
Final Whistle
Conflict is part of every workplace, whether that’s in an office or on a pitch. It’s messy, emotional, and sometimes uncomfortable. But when handled with care, it can lead to stronger teams, deeper trust, and meaningful growth.
At SWBC Payroll + HR, we believe in leading with heart and resolving with purpose. Whether you’re navigating a difficult conversation or building a more connected culture, we’re here to support your journey.
Because in the workplace, just like on the pitch, you’ve got to believe.
