We could try this radical concept called communication: sitting down, talking it through, and remembering we’re all on the same team (shocking, I know). Let’s aim for collaboration over combat and less drama, more progress!”

May be you need to step up and play the role of an ice breaker. Take them out and spend time with them. Sometimes a change in scene plays a critical role. Sit down and make them talk it out. In most cases this should solve but if it doesn't still you would atleast get a sense of the root cause (person or thing) and figure out the course correction means.

Managing a team with clashing work styles can be challenging, but with the right strategies, you can turn those differences into a strength.Speak individually with team members to understand their preferences and frustrations.Arrange a team meeting in a neutral, supportive environment. Have each person share their work style and challenges while others listen. Steer the discussion toward common objectives, emphasizing team success over individual differences. Clarify who is responsible for what to minimize overlap and friction. Assign responsibilities that align with each member's strengths and preferred style. By creating a culture of understanding and collaboration, you can transform conflicting work styles into complementary assets.

? Find out what's causing the conflict and where it's at in the process. ? Talk to each team member individually to understand their perspective. ? Look for areas of agreement and work towards a solution that's acceptable to everyone. ? Work through differences and reach a compromise. ? Make sure everyone is aware of the rules and acceptable behavior. ? Monitor the outcome and keep communication channels open. ? Consider why the conflict arose and try to understand everyone's perspective. ? If the conflict persists, you can ask a trusted colleague, your line manager, or your HR department for help.

Start with getting to the why. Have an offsite lunch with the team members to discuss why each person, including yourself, chooses their style. Styles do not have to match, in reality it’s best to have a variety of styles on a team. Once everyone establishes their why, it’s important as the leader to acknowledge that no one person’s way is the “right” way so long as policies and procedures are followed. Now that you have the knowledge, you can build collaboration within your team by encouraging feedback in team meetings. Rewarding positive collaboration and communication instantly. You are truly the example here, so by opening yourself up to their ideas you are showing them that trusting someone else’s process can be a great thing.