A will forward them the correct procedures and tel them to comply to that and if they do not follow ,then I will follow my procedures that I have to comply to.

I would have the team members sat with me in a private setting to have a hearing. Both parties will have their chance to speak on their perspectives, respectively with the company guidelines. After evaluating their concerns, my decision will be made based on the closeness to the good of the organization. A possible outcome may even include combining the two styles.

Para resolver um conflito entre dois membros da equipe com estilos de trabalho diferentes, é crucial ouvir ambas as partes para entender suas perspectivas. Promover um diálogo aberto, com a media??o de um líder, pode ajudar a criar um espa?o seguro para discuss?o. O foco deve ser encontrar um compromisso que integre ambos os estilos, resultando em um plano de a??o que fortale?a a colabora??o e o respeito mútuo na equipe. Essa abordagem também estabelece um precedente positivo para futuras divergências.

To navigate a clash between two team members over work styles, follow these steps for a harmonious resolution: 1. Understand the Root Cause – 2. Encourage Open Communication – 3. Identify Common Goals – 4. Leverage Strengths – 5. Set Clear Expectations – 6. Encourage Flexibility & Compromise – 7. Monitor Progress & Provide Feedback – By fostering mutual respect and a solution-oriented mindset, you can turn their differences into a strength for the team.

To bridge the gap between differing work styles, I: Facilitate an open conversation where both team members can express their perspectives. Highlight shared goals to shift focus from differences to common objectives. Encourage flexibility by identifying strengths and assigning tasks accordingly. Find a middle ground, like blending work methods or rotating approaches. Promote mutual respect by emphasizing the value of diverse working styles. Check in regularly to ensure continued collaboration and adjustment