Here's how you can foster trust and rapport among team members to minimize conflicts.

Here are some points I follow to foster trust and minimize conflict among my team members: 1) Encourage Open Dialogue: Promote a culture of open communication to create an efficient, collaborative, and productive work environment. 2) Be Approachable and Available: Ensure that team members feel comfortable coming to you with their concerns and questions. 3) Hold Regular Meetings and Discussions: Help align everyone with the team's objectives and goals, significantly improving workflow efficiency. 4) Promote Idea Exchange: Encourage sharing ideas maintain transparency, foster mutual learning build trust, and improve decision-making. When team members feel satisfied and heard, it creates a harmonious and productive team environment.

Any team meeting related to the discussion and search for solutions should follow the principle of equality of all participants in the meeting, they should be held in such a way that all participants can say whatever they want in essence and would be fully listened to. The team leader should separate people from problems and be rational, but not emotional!

From my experience, the main thing is not only an open dialogue, but also the rules that all team members follow, these are all simple rules, such as listening to each other, not raising your voice, not talking about others in the third person, etc. but you need to always monitor the implementation of these rules, then there will be no hidden conflict in the team and "the silent ones."

Preserving good communication and quality in a team is challenging but beneficial. Start with private discussions to gain valuable insights. Organize weekly meetings to encourage open dialogue, and plan outdoor activities to enhance team bonding. Remain objective to avoid misunderstandings and ensure fair treatment for all. Improve your listening skills to address team members' concerns effectively. These approaches help build trust and rapport, fostering a supportive and collaborative team dynamic.

The overall goals of the team are great, it's important, whether it's meeting project deadlines, initial public offering (IPO), increasing sales, developing a new product, you know what I mean, what all team members want is important, but it's more important for the team leader to understand why they want it!

Role clarity - who is expected to do what - is fundamental to a harmonious team. However, it must come with transparent and consistent communication. All team members should know how the work is allocated and who is responsible for what. This includes allocation of workload and work assignments. However, clarity and transparent communication won't be enough if there is a lack of equity in those responsibilities. I find, at times, that the "personality conflict" that I am asked to resolve is, in fact, caused by preferential treatment (or targeting) in relation to allocation of assignments and workload, which results in an inequitable environment, leading to resentment and hostility. No amount of clarity will assist in these circumstances.

Clarity of goals and a clear understanding of responsibilities is generally the cornerstone of any team's work, but it is also important that team members accept their responsibilities, understand them as the team leader understands them, and fulfill them, and also know that they can always ask for advice and support! And they will always get it!

The rules of communication adopted by all team members, mutual respect is the basis for successful team building, the same thing with negotiations, both sides must cooperate, show mutual respect and be interested in the result of the negotiations, as well as openly discuss the result of the negotiations, then finding a mutually beneficial solution will always be possible!

Empathy, this is what I refer to as innate skills, you can certainly learn this, but it will still seem that there is some tension, you know what I mean, if you do not have the opportunity to show empathy, use active listening, it is more honest towards the interlocutor.

My method of getting feedback is to hold one-on-one meetings in various places, choosing a place that is more convenient for the person with whom I will communicate, it can be an office, a meeting room, a coffee point, a cafe or a joint lunch, where a person can communicate at ease, it helps to speak out, including critical comments, and also helps team members not to gloss over problems and conflicts.

One of the most interesting experiences I had was conducting game negotiations between team members, as a team building training, in which I was an observer, I did not receive so many insights about team members in months of working together!