One thing I've found particularly useful is inculcation of psychological safety so much so that team members embrace errors, own up emotions and define boundaries as and when needed.

one way to overcome this is to let them focus on (or) direct them to give emphasis to superordinate goals. For this the team leader(s) may link performance rewards to group achievements; however, this should be handled without discounting individual achievements and its rewards.

Communication Strategies: 1. Transparency: Open communication on changes. 2. Active Listening: Hear concerns and address. 3. Empathy: Acknowledge emotions. Conflict Resolution: 1. Stay Calm: Manage emotions. 2. Focus on Issues: Avoid personal attacks. 3. Collaborative Solutions: Involve team. Change Management: 1. Clear Goals: Align team on objectives. 2. Gradual Implementation: Phase in changes. 3. Training and Support: Equip team. Team Engagement: 1. Involve in Decision-Making: Encourage input. 2. Foster Open Culture: Encourage feedback. 3. Recognize and Reward: Positive reinforcement. Leadership: 1. Lead by Example: Demonstrate adaptability. 2. Address Rumors: Squash misinformation. 3. Celebrate Successes: Reinforce progress.

I would encourage my team members to voice their concerns and this will help me identify common goals among them as well. Additionally, collaborating with them while having a casual team lunch will help rebuild relationships. Lastly, having an open communication culture can effectively navigate conflicts and support my team in adapting changes smoothly.