Two team members are clashing, affecting team dynamics. How can you resolve their conflict effectively?

Como con los hijos, cuando hay un conflicto entre miembros del equipo no podemos querer siempre árbitros o mediadores. A los hijos les acostumbramos a que cuando algo no es justo pueden contar con el apoyo de sus padres para tratar de buscar justicia, pero eso termina por generar limitaciones en su capacidad de resolución de conflictos, además de hacerles creer que después, fuera de casa, el mundo les debe algo. Eso no es lo que hace una persona mentalmente fuerte.

Uncover the Root Causes: - Individual Meetings: Have separate, private conversations with each team member to understand their perspectives on the conflict. - Active Listening: Pay close attention to their words and nonverbal cues, demonstrating empathy and understanding. Example: "I sense you're frustrated about the recent project assignments. Can you tell me more about what's causing your concern?"

In most cases conflicts among adults don't arise due to immaturity, but due to differences in ideals, creative insight or perspective. It is extremely important to know the root cause of the conflict in order to provide a solution. After listening to both sides of the story, a mutual agreement should be made where each party has to compromise a bit. And it should be made sure to let them know the consequences of time and resources that got lost due to their conflict.

Address the issue privately with each individual to understand their perspectives and underlying concerns. Facilitate a calm, mediated discussion where both parties can express their viewpoints and work towards a mutual understanding. Encourage them to focus on common goals and collaborate on finding solutions. Reinforce the importance of respect and teamwork, and set clear expectations for future interactions to restore a positive team dynamic.

This is a great opportunity to focus on finding a mutually beneficial solution; by getting involved as a mediator, you can ensure that the actions taken aligns with the team's values and purpose. There's always common ground to be found.

Facilitate Open and Respectful Dialogue: - Mediation Session: Bring the conflicting parties together in a neutral setting to encourage open communication. - Ground Rules: Establish clear ground rules for the conversation, emphasizing respect, active listening, and a focus on solutions. Example: "Let's ensure everyone has a chance to speak without interruption and focus on understanding each other's perspectives."

Los conflictos entre los equipos de trabajo generalmente son faltas de comunicación. Crear un ambiente donde ambas partes puedan expresar sus puntos de vista claramente y sin más gente involucrada les ayudará a resolver sus problemas. Cuidar que sea en ese ambiente y no arrojarlos a una arena donde solo sea castigar o evidenciar la razón o no se alguna de las partes, crea un ambiente de seguridad en el diálogo.

This is a very important point. Clear behavioral expectations from employees involve professionalism, punctuality, teamwork, effective communication, respect, accountability, adaptability, initiative, and a commitment to company values and ethical standards.

Realign on Shared Goals and Expectations: - Review Team Goals: Reiterate the team's overarching objectives and how individual roles contribute to their success. - Clarify Expectations: Clearly define expectations for behaviour and performance to minimize future misunderstandings. Example: "Our shared goal is to deliver exceptional customer service. Let's discuss how we can collaborate effectively to achieve this, even with different approaches."

Define expectations for behavior and communication moving forward. Discuss boundaries and respectful interactions. Reinforce the importance of professionalism.

Collaboratively Develop Solutions: - Brainstorming: Encourage team members to brainstorm solutions addressing everyone's concerns. - Compromise: Facilitate discussions that lead to compromises or new working methods that respect both individuals' needs. Example: If the conflict involves communication styles, explore tools or strategies for direct and indirect communication.

Monitor progress and check in with both team members periodically. Celebrate small victories and address any setbacks promptly.