It is key to understand the real root of the conflict. If it is one single person contaminating the environment you will need to adjust asap. I strongly suggest you to create a space where people foster open dialogues where people feel heard.

1. Set the Tone Early Establish respect: "This is for growth. We respect different perspectives." 2. Address Conflict Immediately Don’t let tension build: "I sense tension—let’s reset and refocus." 3. Facilitate Dialogue Give structure: "Each person has two minutes to share before we find a solution." 4. Reframe the Conflict Shift focus: "We all want the best results. Let’s channel this productively." 5. Leverage Group Support Encourage accountability: "How can we uphold our supportive space?" 6. Follow Up Privately If issues persist: "I want this to be valuable. Let’s talk." 7. Draw the Line If disruptions continue: "This may not be the right fit." Handled well, conflict strengthens group dynamics.

It's an interesting problem with no single 'right' answer. The 'best' way to handle this will depend on the group dynamics, the topic of the argument, and why we're there. I think the best way to provide a 'safe space' for everyone to feel heard is to take control of the session and facilitate a better quality discussion. Lead the discussion to focus on 1 side of the argument to draw out the reasoning for that perspective. Do not allow the other 'side' to interrupt. They will get their turn soon. Once understanding has been achieved, focus on the second side in the same way. This stops the bickering, allows everyone the space to fully express themselves (thereby validating their perspective) and promotes understanding for the whole group.

To mediate conflicts in group coaching sessions effectively, adopt an equanimous approach, fostering a balanced atmosphere of civility and rapport. First, acknowledge each participant's perspective with empathy, ensuring all voices are heard without prejudice. Employ active listening techniques, mirroring their emotions, and refraining from quick judgments. Use dialectical reasoning to guide discussions, encouraging conciliatory dialogue while maintaining a sense of propriety. In difficult moments, remind participants of their shared goals and common raison d’être, thereby redirecting energies from discord to collaboration. This fosters an environment conducive to constructive conflict resolution.

1. Create a Safe and Respectful Environment 2. Stay Calm and Neutral 3. Acknowledge the Conflict 4. Encourage Open Communication 5. Identify the Underlying Interests 6. Guide the Group Toward Compromise 7. Set Actionable Steps 8. Use Group Dynamics to Support Resolution 9. Monitor Group Dynamics Regularly 10. Know When to Step Back