Despite rules, employees may still clash. To mitigate the situation, the leader can: 1. Call each one separately and listen to their point of view. This helps the leader recognize the root cause of the clash. It may be due to ideological beliefs of both, personal problems of either or both, an ego issue, etc. Asking the right questions will enable the leader to identify the cause. 2. After the individual meetings, a meeting with both is needed to realign them with the organizational objectives. The leader has to establish common ground and get both to agree that clashes at work undermine all efforts to achieve targets and individual KPIs. Then, the leader moderates a resolution that both parties agree to.

When two team members clash in meetings, it's important to step in calmly and facilitate a resolution. First, address the conflict privately. Invite both to share their perspectives without interruption, just like a coach listening to players’ strategies. For example, if Raj and Priya are disagreeing on a marketing approach, ask them to explain their views and the reasoning behind them. This shows you value their opinions. Encourage them to find common ground or a compromise. You might suggest a joint brainstorming session where they can combine their ideas. Close by reminding the team that diverse opinions strengthen collaboration. When we focus on solutions rather than differences, we create a more cohesive unit.

Handling team conflicts during meetings requires firm yet empathetic action. To manage the situation effectively: -Set clear ground rules: Emphasize respect and constructive communication from the start. -Actively facilitate: Ensure balanced participation by managing discussions to prevent one person from dominating. -Refocus on common goals: Shift attention from individual differences to shared objectives and collective success. "The strength of the team is each individual member. The strength of each member is the team." — Phil Jackson

When faced with persistent conflict between team members, it's essential to address the issue directly and proactively. A one-on-one meeting with each individual involved can help to understand their perspectives and identify the root causes of the conflict. Facilitating open communication and encouraging active listening can help to break down barriers and foster understanding. Additionally, establishing clear expectations and guidelines for team interactions can help to prevent future clashes. If the conflict persists despite these efforts, it may be necessary to involve an HR representative, to help the individuals find a resolution.