Your team is in conflict over differing opinions. How can you use emotional intelligence to ease the tension?

Let's dive directly to the problem here. We are getting many opinions, which we all respect and definitely the final decision should be ONE(or blend of many) and those who have expressed their opinion and their opinion is not considered in any small amount in final resolution would feel hurt and would not like to give their suggestion later again. Now how do you solve it. Just have the rules of this decision process spoken before the meeting itself. We can clearly say that nobody should feel hurt if their opinion is not considered at all in final resolution. So, we may have to tell them not to become attached to their opinions. We can consider how others' opinion also has some weightage as well.

Leading by example in a group setting and listening to understand instead of listening to respond can be a game changer! Whenever folks are sharing opinions, there is something personal to them that can help us understand where they are coming from and an opportunity to bridge of gap of thinking. "No one cares how much you know, until they know how much you care", aka show you care, share what you know from there. Ha! That rhymed!

O primeiro passo aqui é entender as emo??es envolvidas. Quais s?o elas, de quem s?o, por que apareceram e como est?o se manifestando s?o perguntas que você enquanto líder (e pelo menos em tese "o emocionalmente mais estável") precisa responder ou ajudar a responder. Seja parcial em momentos de conflito, ou?a todos, ajude-os estabilizar as emo??es. Enquanto gestor, por vezes também haverá momentos em que sua equipe n?o saberá o que está sentindo e, se/quando houver isso, apenas seja empático e ajude-os a se acalmar instruindo-os em processos de respira??o ou simplesmente ouvindo-os. Entender as emo??es = sentir pelo outro! Quando você sente(ir), tudo fica(rá) mais fácil!

This is where you have to seek the thought that there may be more to one side or a different reason for the emotional response you're getting from the person you're interacting with. I often times do this with my wife and it almost always reveals more than what was on the surface and very often impacts the response that feels ok from me to her.

La inteligencia emocional es clave para manejar conflictos en un equipo. Pasos que puedes seguir: Autoconciencia. Pregúntate cómo te sientes y si tus reacciones pueden estar influyendo en la situación. Autocontrol. Mantén la calma y controla tus impulsos emocionales. Empatía. Pregunta cómo se sienten y escucha sin interrumpir. Comunicación efectiva. Expresa tus pensamientos y sentimientos de manera clara y respetuosa. Mediación y resolución. Actúa como mediador. Facilita una conversación donde cada parte pueda expresar sus opiniones. Buscar soluciones a largo plazo. Trabaja para establecer normas de comunicación y colaboración que prevengan futuros desacuerdos.

Active listening and understanding objectively is the right starting point. Usually the solution is right there in between conversations and arguments that gets missed in midst of emotions. Listen carefully so you can see and highlight the solution that’ll ease the tension.

Many years ago, a mentor told me to give people a chance to speak and be sure to hear them. If they felt heard, that changed their entire perspective. Even if I couldn't solve their problem immediately, the fact that I stopped, listened, and then responded would ease tension and set up an environment to reach a solution.

I think this is the most important part. Feeling heard and feeling intentional seeking of your perspective is a feeling that cannot be replaced. I've been putting pepper instead of salt on my food lately, and my wife's been actively noticing and acknowledging it. The last two nights, my wife has put pepper on my sides for me, and it felt like I was really important in her world.

As a suppliment to your good content, one of the best quotes that I have posted on my wall is ... "The biggest challenge in communication is that we listen to reply and not to understand." Stephen Covey When we are super busy at work or our lives we tend to shift into just 'processing' communications and then onto the next one.

By allowing each other to see things from both perspectives. Many times people just need to understand the “why” behind the situation. Regardless if they disagree, they at least understand which can minimize conflict. Anything else is a reflection of the individual’s character.

A couple of months ago, I shared what diversity brings to the table with my team and I am happy to share that with you today. Having differing opinions is as natural a human activity as breathing. You could have a team member who’s an implementer, a conceptualizer, an optimizer, or one that’s a generator (of ideas) i.e. all having different approaches to a problem but the fact that their approaches differ does not necessarily mean any one person is wrong or right… it’s simply the way our minds process information. Embracing diverse opinions should be encouraged because it gives you a broader perspective on a situation which inadvertently has the potential of creating not only a stronger and more integrated team, but an innovative one.

This is a great way to get the team members to connect with each other. It also give each person the opportunity to share what they think would be a viable solution to the problem or to achieve the success that is needed to be reached by the organization. Besides, when team members feel that their voices or ideas are welcome, they will be more open to sharing, which will boost their confidence. When that happens, what comes from them can be transformative.

Maintain balance is a critical variable to any project, and is especially hard to achieve. I believe is one of the most difficult situations to keep going. This means having the vision of what is right and what is wrong, which skills to develop, in which way the mindset should follow.