How can you facilitate a productive conversation between two team members who are not getting along?

In managing conflict between team members, it's important to clearly define the objective or purpose of the conversation. Be sure to outline the terms of engagement - allowing both parties to speak without interruption, actively listening, and being respectful. Define the expected outcome of the meeting.

Emphasize that the desired outcome of the conversation is not for them to become best friends. It's about identifying how they can work together to meet the objectives of the overall team, and what they need to do differently or put aside in order to achieve a business outcome. Give them permission to not like each other, but make it an absolute that they have to respect each other.

Prior to the meeting, request each team member to individually record their perspectives on the conflict. This written exercise serves as a structured avenue for articulating thoughts and enables individuals to contemplate their own roles in the matter. Sharing these reflections anonymously in the meeting promotes empathy and a profound understanding of each other's viewpoints, unveiling common ground and establishing a foundation for constructive dialogue.

Setting the right ground rules is like laying the foundation for a productive conversation. I often find that emphasizing active listening and empathy in these ground rules can go a long way. Encouraging team members to truly hear each other out and understand their perspectives can be a game-changer in resolving conflicts. ?? #ConflictResolution #LeadershipAdvice

Include an unbiased third party, such as a human resources professional or a team leader unrelated to the conflict, to facilitate the meeting. Their responsibility is to steer the conversation, ensuring compliance with established ground rules and fostering a balanced dialogue, thereby creating a secure environment for open communication and promoting a fair resolution process.

Navigating conversations between team members with differing views demands emotional intelligence. This involves keen self-awareness and empathy. Begin with active listening, intently absorbing what each individual shares. Reflect their sentiments back to them by paraphrasing, ensuring that you've grasped their emotions and perspectives. Periodically summarize the discussion, steering the dialogue towards mutual understanding. Clarify points of confusion to get participants are on the same page. Maintain your neutrality. While your insights are valuable, steer clear of taking sides or imposing views. Your role is to foster understanding, not to offer solutions. True dialogue aims to bridge understanding more than resolving disputes.

Facilitating dialogue is probably one of the most overlooked areas. In a situation where two people aren't getting along, they are going to be defensive. They will likely be waiting to speak instead of listening for understanding. I explain the technique before they start. - Each will get their turn - The turn looks like... person A shares their experience. Person B says "what I heard you say is..." and "is there more?". That's it. No rebuttals. All they are doing is saying what they heard. - Person A can say more if there is more. If there is, then Person B repeats back what they heard. - When Person A is done / "there is no more"... then it's person B's turn to do the same. Then... only then... does discussion happen.

Creating a safe and open space for them to speak their minds is key. Encourage active listening, and remind them that it's about understanding, not winning. Ask open-ended questions to dig deeper into their perspectives and needs. Your impartiality is vital in ensuring a fair resolution?? #ConflictResolution #LeadershipConsulting

Speak to each team member separately. Listen quietly and understand without judging. Allow the individual to speak freely and vent. This helps to gather up all the necessary information before bringing both parties together to discuss.

When it comes to identifying root causes, it is helpful to encourage open, non-judgmental dialogue. Create a safe space for team members to express themselves honestly. Sometimes, conflicts arise from miscommunication or misunderstandings. Active listening and empathy can go a long way in uncovering these hidden triggers. Once the underlying issues are unearthed, it becomes easier to find common ground and build a stronger, more cohesive team. ?? #ConflictResolution #TeamHarmony

Fostering an environment where team members feel safe to share and evaluate options is key. It's not just about finding a solution but ensuring both parties have their needs met. Open dialogue and creative problem-solving can truly transform conflicts into opportunities for growth and collaboration. ?? #ConflictResolution #Teamwork

This part is all about making the employees take action. The simple act of the co-operating on recording the actions. They should ones to draft the record of the actions. The manager should not create the document. The employees need to own the action.

Empower team members to want to overcome obstacles and conflict. By this point, they've been given ideas, feedback, and guidance on how they can collaborate with others, navigate through diverse thoughts, and overcome challenges. While team members have ownership of the next steps and action plan, ensure that you maintain an open channel for any needed follow-ups and feedback conversations.

There’s a difference between ‘getting along/being friends’ and understanding that the reason you’re in the same building and company is to do ‘a job’ for which a salary is paid. Getting along is great but if they don’t, it’s not really relevant. What matters, and this is important, is that they show, deserve, and earn respect. If they don’t get along, that’s ok, that’s a choice. Respect is not a choice. It’s mandatory.

To facilitate a productive conversation between conflicting team members, follow these steps: Arrange a private, neutral setting. Encourage each to express their perspective. Act as a mediator, ensuring respectful dialogue. Find common ground and shared goals. Discuss solutions and a plan for collaboration. Follow up to ensure progress.

Depending on the size of the company, people don't have to get along to be in business together, but they do have respect one another. Find the intent of the parties & if both after focused on the greater good, utilize the skillsets without collaboration. If the jobs require frequent participation, encourage sharing ideas after meetings and use intermediaries. Sometimes the best perspectives are conflicting perspectives. As long as the room is cordial, embrace the differences.

I think emotional intelligence should play an important role in this as well. Knowing how both parties are feeling based on body language is crucial because a person’s words might not always be available. Once this is determined, a more effective solution can be created.

Despite your best efforts, if both team members are still at loggerheads with each other, and it is affecting team morale, then seek guidance from your manager and/or HR. There might be options to move one or both team members to other teams or projects.