Your team is facing internal conflicts. How can you lead them to a resolution?

Para resolver os conflitos internos da equipe, aborde o problema de forma estratégica e proativa. Identifique a raiz do conflito e crie um ambiente onde todos possam se expressar com autenticidade, promovendo um espa?o de diálogo aberto e seguro. Medie as discuss?es com foco em solu??es construtivas, transformando a tens?o em uma oportunidade de inova??o e crescimento coletivo. Estabele?a expectativas claras, compartilhe responsabilidades e incentive a colabora??o para fortalecer a equipe a longo prazo. Após implementar as solu??es, mantenha um acompanhamento constante com feedback contínuo, garantindo a consolida??o do aprendizado e uma cultura de trabalho mais inovadora e resiliente.

The key phrase of resolving the conflict but not winning the argument should be kept in mind. The basic rules should be identified, and you should start addressing the challenges faced by your team. Getting the hidden concerns and their perspectives adds the grease to the stuck areas. You try to meet all individually and get those concerns and understand their perspectives. Keep your belt tight, unlike losing the right spirit of your team by showing unfit body language. While starting itself, give them a right boost. Your best intention of resolving the conflict and giving them comfort and unbiased feelings leverages their heartfelt feelings. This way, a win-win situation could happen.

It is important to set the rules before encouraging open dialogues with your team. Dos and don'ts be read or announced before the start of the meeting. Unbiased open dialogues and offering the comfort of expressing their right feelings pave the way for setting the right tone and arriving at a solution.

While exploring solutions to the issues, ensure your team goes through soft skills training like communication, problem-solving, creativity, interpersonal, delegation, etc. Most of the organizations offer such training at later stages of their joining. It has its own aftereffect. However, the managing employed team should have wings to fly and look for solutions quickly. This will help organizations not to suffer with employees who are supposed to do their jobs. Skills and competencies are also important.

"Changes are inevitable," as the adage goes. "Change cannot be put on people. The best way to instill change is to do it with them. Create it with them," as per Lisa Bodell. "If you are entrusted with bringing about change, you likely possess the knowledge needed to advance the organization, and you might have a plan—but knowledge is not enough. Once the changes are set, then send out the clear message to the team and be serious in implementing it. Unbiased intention, maintaining trust, and respecting each other are key ingredients for conflict resolution.