How can you handle team member conflicts over problem-solving approaches?

???? ???? ???????????????????? if conflicts among the team members are not managed well, then people SHUT themselves down & defer from providing their key critical inputs/insights. ???????? ???????????? ?????? ???? - Develop a sense of belonging within your team. - Ensure you are reinforcing that you are brainstorming & not challenging the individual - Discuss the problem, resolutions & NOT the individual who is providing inputs. - If you are a slightly progressive team then you would benefit by conducting a session about "How to effectively brainstorm" & emphasize how conflict is part of the process, so do get intimidated by it. REMEMBER- If conflicts are managed well then you are accelerating organizational growth. Way to go folks!

Usually a conflict occurs when there are different viewpoints amongst team members. I encourage them to talk with each other first empathetically Listening to each other is the first key to resolving conflict The other is while listening , please keep your biases in pockets The third is keep your pocket enough big to accommodate those biases When you wear the clothes of empathy , kindness and hat of critical thinking, you will never fall short of the occasions wherefrom you will always come out guiltfree and satisfied. Team members need to acknowledge that a problem might have more than a solution and they need to come with a mindset of win-win. Sometimes lack of knowledge puts one onto that fight spot, avoid that!

I wish to share a fresh story here, where an architect ( from a view point of resolving gaps ) questions capacity planned for the effort and a slight spark of conflict is realized . It was indeed a big heart of the architect to listen empathetically the team as to why we need redundant development capacity in the delivery because many aspects such as Quality, Compliance, Spikes and Agility, Absences, emergencies and long-thought debts can be well covered if we keep right capacity. This also helps team to not get burnt out . The internal mind conflict got resolved when right listening happened. Rapport was built and at the end of the meeting, feeling of oneness was enhanced. This is a great example to always remember for a leader like me!

I wish to share a classic example and here I always suggest my team to blame it to process instead of blaming a person A typical retrospective where there might arise a conflict if a sensitive issue is getting retrospected. a classic example is someone accidentally deleting prod data was discussed in retrospective. Poor man, he was trying to fix something in order the system behaves well and due to his lack of knowledge some critical data got deleted. This was discussed by team in retrospective and what came up as a positive outcome is 1. Production Ethics checklist 2. Appropriate Documentation to refer to while doing cleanups 3. Notification when critical data is touched 4. Knowledge sharing sessions Focus on problem not person!. KEY !

The Battlefield is always one. All soldiers fight from same plane. They never get their individual planes to fight. Problem is the target. Thats the shared goal to hit. Soldiers fight based on their expertise. They compliment each other with their skills and the MOST IMPORTANT THING they avoid is CONFLICT Soldiers do not compromise the way they solve problem. They always solve it the best way. They solve it the way it helps everyone. When I was on Siachen border on a tour, I saw the soldiers fighting the nature conflict and staying up at -40 degrees... It seems they had empathetically heard nature... Lets do it Captain does allow them to make mistakes. and First time mistake is a mistake , second time mistake is sin.

Best course of action comes with wisdom and experience . Don't expect a junior to come over conflict resolution, instead groom him/her to know how to think about pros and cons of an approach pros and cons of an approach should be unbiased and stretched to everyone's imagination If sometimes the conflict doesn't get resolved upfront, give time to resolve, but come with a goal to achieve [ Bet - next time he/she comes and teaches you :) ] Its easy to find a light than do a fight...but to find a light one has to linger in the dark for sometime Its better to realize there is darkness around because in darkness we find most solutions! Hope you enjoy this perspective and start enjoying the fact that Conflicts are for improvements n not otherwise

The key to resolving conflicts over problem-solving approaches is to focus on the team's goals, promote open communication, and foster a collaborative and respectful environment. One should follow some strategic management steps like staying calm and objective actively listening to team members and understanding the root causes of the conflict. Clarify team goals and objectives. and Encourage open- open-constructive communication ask them to collaborate and to it in the team and set clear expectations. Use conflicts as opportunities for growth and learning. After the conflict is resolved, reflect on the situation to understand what led to it and how it can be prevented in the future.

During the time of conflict the best way is to be neutral and listen calmly as much as possible. At those times a lot of people want to be heard. Putting pointers from both the end, negotiating whenever possible and making a neutral environment for discussion can really help to resolve it