Here's how you can address unresolved conflicts within a team to improve overall performance and success.

Unresolved conflicts hinder team performance. To address them: - Create a safe space for open communication. Encourage everyone to express their views. Active Listening: Understand all perspectives without judgment. Show empathy. -Pinpoint the core issue, not just symptoms. Find Common Ground: Focus on shared goals and values. -Brainstorm collaboratively. Explore win-win outcomes. - If needed, involve a neutral party to facilitate resolution. -Establish clear action steps and monitor progress. Remember, prevention is key.

Most critical. The faster we identify the problem from the symptoms, the easier it becomes to address it. 1) Opposing a smart idea from the other person even while agreeing to it in principle. 2) Deliberately omitting a colleague while acknowledging the work of a team. 3) Negative body language, facial expressions, vocal tone, gestures, they all give cues to what is boiling. The best places to identify such differences is outside the official setting, especially informal lunches, team bonding games, unique games etc. Also one-on-one conversations with individuals often give a lot of insights on their feelings. While the comments could be about other team members, the root cause of all problems could be systemic. Sense it to address it.

To address unresolved conflicts and improve team performance, establish clear communication channels and promote a positive work environment with respect and collaboration. Define roles and expectations clearly to prevent misunderstandings. Offer conflict resolution training and encourage open dialogue in a safe space. Introduce mediation processes with neutral third parties and monitor team dynamics regularly. Provide supportive leadership and set up anonymous feedback mechanisms. Recognize and reward positive behavior. Use past conflicts as learning opportunities to adapt and continually improve strategies. This fosters a harmonious team and boosts overall success.

A few years back, in one of our projects, we were setting up a critical billing process team. The team lead and one of it's key team members were at loggerheads due to past conflicts. This was affecting the overall team. While both of them were outstanding resources individually, their rift was punishing the team. Two key points we took up. 1) Helped them realize, they could only win or lose together and not beat the other person and help the team win. They made the team insecure. 2) Helped them think like professionals and approach the situations by creating systems where the person involved would matter less. Eventually, they rose above all differences, started taking a broader view and grew up the ladder to become better leaders.