What do you do if logical reasoning fails to alleviate stressors in a team setting?

Logic is the interrelations of events through the eyes of a specific person, and reflects the intelligence of the person. Although, there are movements to establish global rules and force-feed it to humanity, it doesn't work, for we are not robots, yet. Since we have only one life, personal and work stress interact. A leader's main objective is to keep the group's aim in focus with the least emotional damage to the workforce. I don't think it is necessary for a leader to be emphatic but to provide therapeutic events where members can vent and gain perspectives on their stressors. Caring and listening only ease the problem, without bringing a tangible solution. If the stressor is work related, It should be discussed at a round table.

"Logic" isn't all it's cracked up to be, anyway. (It's usually what we call our own position.) More importantly, when emotions are activated it is a signal that they somehow feel unsafe. Their fight-flight-freeze-fawn reflex is up. Rationalizing things won't help, because it is addressing what is not the real concern. Empathy and active listening begin with the assumption that the person is expressing valid needs and perspective. Seeking to understand in order to meet the real concern is key. Reset your own nervous system in order to embody calm and genuineness without being fake or seeming condescending (that will not help est. safety). Set your own emotions & aims aside for a moment - the real task here is to make it safe for all.

Stress is rarely rooted in logical factors, therefore logical reasoning doesn't often help to resolve it. To evaluate emotional and psychological factors check the level of psychological safety on the team and start by identifying what official and unspoken norms that the team follows are.

We don't always have to be the source of answers. Allow others to provide their input on the stress that is occurring and what are suggestions that they have. You should have a good amount of support and trust in the team when you do this or you might not get any answers or results. When your team starts to tell you their thoughts, feelings and ideas, make sure you actively listen to what they are saying. Mirror back what they say, interpret it and tell them your interpretation. Then when you have listened and have new information you can start to take actions that the team came up with which can be more valuable to your team. Oddly enough sometimes just asking and actively listening to people can help decrease stress.

Emotions are information. When your teammates or reports are activated or "stressed," it is a signal that something needs attention. Do not punish the expression of stress (explicitly or implicitly with condescension or shame, eye rolls or dramatic sighs). Pay attention to it, assess, and respond to meet the need underlying the emotion. Showing responsiveness and attention to address the felt need (may or may not be related to the task at hand) establishes reliability and respect. Also attending to emotional manipulation (itself often a cry for help - or mental illness) increases safety under your watch.