Your team is in a heated argument. How can you defuse the situation?

Converse individualmente com os participantes e fomente a importancia de se manter um bom clima organizacional. Fale dos benefícios desses profissionais darem um primeiro passo, procurando a outra pessoa para tratarem suas diferen?as. "Se dois profissionais n?o conseguem resolver um problema entre eles, significa que chegaram no topo de suas carreiras". Essa frase é extremamente poderosa, pois niguém gosta de interven??es direta de superiores para solu??es de problemas ao modo top-down. Mas se for um debate pontual. Dê uma pausa na discurs?o, continue após o almo?o, em outro dia ou na próxima semana. Trocar o ambiente da conversa também pode ajudar muito. Promover umTeam building também é sempre uma boa alternativa.

This article and the comments offer many excellent tips on defusing tense situations. However, it's important to remember that an outburst or heated argument might indicate a larger problem within the team. When investigating the underlying cause, stay open to other possible factors that could have contributed to the issue. This way, you can tackle the real root cause instead of applying a temporary fix.

To defuse a heated team argument, I would prioritize calming emotions. Facilitate an open dialogue, acknowledge concerns, and redirect the focus to shared goals. Encourage active listening, find common ground, and guide the discussion toward constructive solutions. Promoting a respectful and understanding atmosphere helps the team move past conflicts and refocus on collaboration.

I actually found helpful to lower the intensity of the argument and focus on the possible solutions. If we have a great teamwork and every integrant has the knowledge and skill set to propose a solution we can find the best way to discuss about it in a relaxed manner by taking time to listen every solution and given the point of view from every member.

The usual reason where an argument breaks out is differing opinions added with Ego. It is imperative to relook at arguments as conversations. As a manager, give both the sides a chance to explain themselves with the caveat: They can say what they feel but not how they expect the other person to react. Once both sides have expressed how they feel,add in your own perspectives without taking sides. It is important to show unbiased behavior to not lose the teams trust. Once that alignment is there,ask them for options on how they feel they could resolve this. If they are not still to find common ground,work with them to a solution of least regret for each of them. It is important to note that not all conflicts can be resolved the same way.

Heated discussions or even arguments don't always mean something is wrong. Healthy conflict is a good thing for teams. As a leader, make sure the people in conflict remain respectful and constructive. Butting heads can make the team innovate and grow, and will especially show that opinions should not be kept quiet for fear of conflict. Demonstrate that you are willing to hear all sides and make your team consider the opposite position in their debate. I like to ask, "What would argue to convince me against your position?" The hope being that they will consider the weaker points of their own argument and seek to strengthen them

If it is a heated argument which is going out of hands, intervene with your authority as the manager Then let each party share their side of story, if this is a matter of "instant solution" share your recommendations to settle down the issue. However, if this is a "sensitive" issue , do not pass on your recommendations rather listen in & pacify each party by assuring you will look into that. Then discuss with individuals & help them understand to be respectful to each other & not to bring in personal choices into work which not only hinder their growth & progress but also effect the organization. However, if this is something you can't manage,then involve experts/dedicated team to handle such issues to ensure attention & careful handling