Your team is divided on a decision. How do you ensure everyone's voice is heard?

Active listening is something that should always be practiced. It shows respect and that you (the listener) values what the other person has to say. One method of ensuring everyone is heard is to revert back to the basics, i.e. the person with the stapler is the one who speaks.

Active listening and reflecting, responding, and giving feedback aren’t always easy.?Here are some helpful active listening tips for managers: Pay close attention to the speaker’s behavior and body language to gain a better understanding of their message. Signal that you’re following along with visual cues like nodding and eye contact; ask clarifying questions to ensure your understanding. Avoid potential interruptions — from technology (e.g., phone or email notifications) and from humans (e.g., knocks on your door). Keep an open mind. Rather than evaluating the message and offering an opinion, simply make the speaker feel heard and validated. Confirm you’ve understood what the speaker has said?by verifying your understanding.

Active listening is essential for effective team communication and performance. It involves fully concentrating on others, providing feedback to confirm understanding, and responding appropriately. Key benefits include building trust and rapport, enhancing problem-solving, boosting employee engagement and morale, reducing conflicts, and driving continuous improvement. To promote active listening, leaders should model the behavior, provide training, and recognize employees who demonstrate strong listening skills. With practice, active listening becomes a habit that fuels collaboration and organizational growth.

I agree that encouraging open dialogue is crucial when a team is divided. Facilitating discussions where everyone can freely express their opinions and concerns is vital, as it helps surface underlying issues, fosters mutual understanding, and makes people feel heard. Open dialogue also boosts morale, engagement and a sense of shared purpose, while the diversity of ideas can lead to innovative solutions. Ultimately, creating an environment of psychological safety where people feel comfortable speaking up is a key responsibility for effective leaders, as it sets the tone for the entire team and organization.

Building off the stapler example I mentioned in the previous recommended step, after the person makes their statement, discuss it for a few minutes as a team. Ensure that the more opinionated people do not steamroll the more introverted members of the team.

A dialogue is not a debate. It’s a productive discussion, and there’s no right or wrong. Dialogue supports open, respectful communication, and it enables you to reach valuable solutions.? That’s what workshops are all about: bringing together a diversity of perspectives and collaboratively coming up with solutions and ideas.? So, when we talk about facilitating dialogue, we’re referring to your responsibility as a workshop facilitator to ensure that communication among your participants is respectful, productive, and grounded in trust.? Effectively facilitating dialogue requires a great deal of self-awareness on your part, as well as some tried-and-tested techniques (which we’ll share with you shortly).

Clarifying objectives should be done from the onset of the meeting. I prefer a visual reference as a reminder that remains present throughout the conversation. Part of the discussion should be the refining of the loosely defined initial objectives.

Clarifying the objectives is crucial for moving a divided team forward. It helps establish a shared purpose and vision, even amidst disagreement. By clearly articulating the "why" behind decisions, you can build consensus and alignment. This mitigates the risk of further fragmentation and ensures everyone is working towards the same strategic goals. Transparent communication of objectives demonstrates leadership and builds trust. Ultimately, aligning the team around a common purpose is foundational for overcoming division and driving progress.

In a project team I led, I noticed that certain members were consistently less vocal during meetings. Concerned their valuable perspectives were being overlooked, I implemented a structured approach. I began by proactively asking quieter team members for their input, creating a safe space for sharing ideas. By consciously moderating discussions and encouraging balanced participation, we fostered an inclusive environment where everyone felt valued. This approach not only enriched our decision-making process but also empowered team members to contribute more confidently and collaboratively.

Creating an inclusive environment is essential for hearing all voices, particularly in divided teams. This involves actively encouraging participation, valuing diverse perspectives, and making space for quieter members to contribute. An inclusive approach builds psychological safety, empowering people to share ideas without fear of judgment. It also promotes mutual understanding and reduces the risk of marginalization. Ultimately, inclusivity strengthens team cohesion and unlocks the full creative potential of the group. As a leader, modeling and cultivating an inclusive culture is a vital responsibility.

When facing division, considering alternative solutions can unlock pathways to consensus. By expanding beyond the initial options, you're more likely to find common ground. Exploring alternatives encourages creative problem-solving and demonstrates flexibility. This openness can help overcome entrenched positions and foster a spirit of compromise. Evaluating multiple solutions also allows the team to assess trade-offs objectively. Ultimately, this approach signals a willingness to find a mutually acceptable way forward. As a leader, guiding the team through this process is crucial for navigating complex, contentious situations.