Understand the underlying issues causing the discord. Is it communication breakdown, differing goals, or personal conflicts? Encourage an environment where team members can express their concerns without fear of repercussions. Remind everyone of the shared vision and goals. Emphasize how collaboration is essential to achieving these objectives. Encourage team members to listen actively to each other, fostering empathy and understanding. Collaborate with all parties to generate possible solutions. This promotes ownership and commitment to the outcome. Clarify each person’s role in the resolution process and beyond, reducing ambiguity. Engage in team-building activities that promote trust and collaboration among team members.

Simple. I would bring them into my office and explain to them clearly that part of their senior role is to lead by example. I would tell them "They are not." I would explain to them that my company employs only people that can work on a team and resolve conflict. I would then leave them in my office to work it out. My final reply would be to inform them that if they ever get to a point in which I have to intervene in one of their conflicts or if a conflict hurts the company, I will fire both of them.

Quando dois gerentes seniores se chocam na agenda da reuni?o, comece ouvindo atentamente as perspectivas de ambos. Identifique os pontos de concordancia e divergência. Facilite uma discuss?o focada em encontrar um compromisso que atenda aos objetivos principais de ambos. Reforce a importancia da colabora??o e do alinhamento para o sucesso da equipe. Se necessário, sugira uma revis?o dos planos para integrar elementos das propostas de ambos, promovendo uma dire??o unificada.

(1). Stay Neutral and Diplomatic. Remind yourself to stay calm and that your role is to Resolve the disagreement and have members align to the larger goal. (2). Focus on deriving the cause for the disagreement. Encourage usage of recent stats, past reports. (3). Hear out both sides. Take notes, underline common and uncommon points. (4). Decide collectively if this can be resolved internally OR is there a need to engage another team. (5). Present the points, Map them to the overall goal (use artefacts such as Quarterly prioritised roadmap, Sprint goal, Resource availability, RACI, others as applicable) (6). Review, Record, Publish overall solution

Acknowledge both perspectives by actively listening to each manager’s concerns and priorities, reducing tension and showing you value their input. Highlight common goals to refocus on shared objectives. Then, seek areas of agreement and propose a balanced compromise that addresses key points from both sides.