Set a calm, constructive tone by focusing on issues, not individuals. Promote listening and make sure everybody has been listened to. Encourage the use of formats such as the “Start, Stop, Continue” formats so that focus is on content and personality clashes can be avoided. Explain a situation where criticism could be changed into solutions so that conflicts could be resolved. In my context, getting to the heart of the matter by aligning key stakeholders and driving empathy has turned conflict-oriented meetings to be fruitful environments. It is always important to check later that planned changes are put into practice.

Approaching conflict constructively requires creating an environment of calm and collaboration. Shift the focus from individuals to issues, ensuring discussions remain productive and impartial. Encourage active listening by providing everyone an opportunity to voice their perspectives. Use structured methods like the “Start, Stop, Continue” framework to emphasise actionable feedback over personal differences, redirecting energy toward problem-solving. Transform criticism into solutions by reframing disagreements as opportunities for improvement.

Navigating conflicts in team feedback sessions requires empathy, structure, and diplomacy. Start by setting clear ground rules for respectful communication. Actively listen to each perspective without interruptions, ensuring everyone feels heard. Use neutral language to reframe emotional statements into constructive feedback. If tensions rise, pause the session for a breather. Focus on shared goals to steer the discussion towards solutions. Document key takeaways and action items to maintain accountability. Follow up privately with individuals if needed to address unresolved issues. Above all, model calm and fairness — conflicts are opportunities to strengthen understanding and collaboration. "Patience is bitter, but its fruit is sweet."

1. Create an environment where team members feel secure expressing concerns without fear of retribution. 2. Understand that defensive reactions during feedback are often driven by the amygdala's threat response system. When team members become defensive, their capacity for rational thinking may be temporarily impaired as their brain enters a protective state. 3. Use established frameworks like SBI (Situation-Behavior-Impact) to maintain objectivity and reduce emotional escalation. 4. Guide team members through emotional regulation strategies like deep breathing or brief pauses when tensions escalate. 5. Encourage team members to consider multiple viewpoints through structured exercises.

When conflicts arise in team feedback sessions, they are opportunities to strengthen trust and understanding. Reframe that conflict is an opportunity for growth, not contention. I do this by doubling down on my focus to listen—really listen—by asking open-ended questions like, “What’s your take on this?” or “How do you see us moving forward?” This helps uncover the root of the conflict and shows I value their input. I lean on the SBI framework (Situation, Behavior, Impact) to keep feedback clear and objective, avoiding unnecessary misunderstandings. And when tensions are high, I acknowledge emotions in the room. This is key for people to feel heard and respected. Finally, I work with the team to co-create action steps everyone can buy into.