How can you handle conflicts with crew members?

The source needs to be clear in both party's minds. That can only happen after tempers are quelled and objective reasoning is present in both.

Begin by identifying the root cause of the conflict. Is it a difference in opinion, miscommunication, personality clashes, or conflicting priorities? Understanding the underlying issues allows you to address them more effectively and prevent them from escalating further.

Emotional Intelligence 101: Empathy. Most people confuse empathy with sympathy. Sympathy appropriates, empathy associates. What I mean is that if you sympathize with someone, you internalize the others feelings, trying to feel what they feel, and then reacting based on your own interpretations of what they may be feeling. This process robs the other party of owning their own feelings and also robs you of being available to them for support in helping them to process their feelings in a healthy way. Adversely, empathy strives for understanding of the others condition, environment, and circumstances and then associates their feelings with understandable emotional responses to those variables. In this light, which is the most caring response?

Handling conflicts with crew members involves open communication, active listening, and empathy. Addressing issues promptly, seeking mutual understanding, and finding solutions collaboratively is key. Establishing clear expectations, setting aside personal differences, and focusing on the shared goal fosters a positive work environment. Encouraging a culture of respect and professionalism ensures conflicts are resolved constructively, enhancing team cohesion and productivity. Effective communication is the key here!

Identifying the reason (source of conflict) intiates the resolution process . Trying to resolve the conflict without understanding it properly is similar to shooting an arrow in the dark.

Navigating conflicts can be like juggling in a circus, it requires skill, balance, and a touch of humor. It's not just about what went wrong, but how everyone's feeling about it like a group therapy session without the couch. By promoting a culture of empathy and open, sometimes awkward, conversations you're not just putting out fires you're preventing them.

Bagaimana mengatasi konflik dengan crew, atau rekan produksi? Selalu ingat! Kamu bukanlah pusat dari produksi. Turunkan egomu. “Ego adalah musuh terbesar kita. Ego membuat kita buta, bodoh, dan sengsara. Ego membuat kita tidak bisa melihat kenyataan, tidak bisa belajar dari kesalahan, dan tidak bisa bahagia. Ego membuat kita terpisah dari diri kita sendiri, dari orang lain, dan dari Tuhan. Ego membuat kita hidup dalam ilusi dan ketakutan. Ego membuat kita mati sebelum waktunya. Jadi, turunkan ego Anda, dan hiduplah dengan cinta dan kebenaran.” - Rumi

No meio audiovisual, onde tudo é muito rápido e intenso, pode ser fácil ver os ânimos se exaltarem. Se estiver na posição de Líder, cabe a você prever e remediar possíveis conflitos. Cabe ao líder ser o mediador, pois na hora de gravação, não há tempo a perder. Se ocorrer na pré-produção, pergunte a cada um o que está acontecendo, o motivo de tudo, seja compreensiva/o e entenda o lado de ambos. Converse separadamente com cada um, deixe-os confortáveis para serem sinceros.

-Comunicação aberta -Entenda as perspectivas -Promova o trabalho em equipe -Estabeleça regras claras -Mediação -Treinamento em resolução de conflitos -Avalie a liderança -Estabeleça um protocolo de resolução de conflitos -Promova o respeito -Aprenda com os conflitos

Il est toujours primordial d'identifier le source du conflit afin de pouvoir trouver la meilleure solution. Faire " one to one" pour entendre chaque version de l'histoire concernée.

Effective communication is the best way to resolve any conflict. To truly understand the situation and other perspectives is to listen to understand and not listen to reply. Rationalize and empathize so you can make a well thought out or compromise.

Listen, really listen. That’s the most important piece of the puzzle. Don’t leap to conclusions or try to offer solutions before achieving an understanding of the situation. Make sure the person feels heard and understood. Then brainstorm how to move forward. Sometimes conflicts can’t be resolved immediately due to the complicated variables of production, but if you make the person feel heard, understood and respected you’ve taken the first crucial step. If the conflict isn’t resolved quickly circle back at the end of the day with a plan of how you can move forward the following day or the next time you work together.

Open, honest, and respectful communication is key to resolving conflicts. Encourage all parties involved to express their perspectives, concerns, and feelings in a constructive manner. Actively listen to each other's viewpoints without interrupting or dismissing them, and avoid blaming or criticizing individuals.

Lors de conflit, j'essaie de prendre la responsabilité de mes sentiments et de mes émotions. Cette approche honnête et respectueuse évite de blâmer l’autre personne et permet de maintenir un dialogue ouvert. Le “je” exprime directement les émotions que je ressens pendant le conflit : je partage mes propres sentiments qui peuvent être à ce moment la colère, l’embarras, la peur ou la déception.

Criticize the idea not the people. Communicating your point of view respectfully is important while resolution a conflict. If the conversation begins with disrespectful communication, the conflict will increase.

In so many situation communication is the key so you have to learn how to communicate well to people for them to understand.. also instead of blaming and accusing or saying your right or wrong just know what the problem is and look for a solution.

Seu papel é mediar, entenda profundamente os motivos de cada um e os aconselha separadamente. Ache a solução para a harmonia, mas também os escute e faça com que se sintam ouvidos e respeitados por você. Afinal, você é a líder, só por ter essa posição, eles te respeitam e veem em você um exemplo.

The crew members have the hardest job. Longest hours. Know this and admire this. First to clock in and last to clock out. And in a fast pace. Which all that do know what’s best and those who think they know best. If you go in with this mind set then you might not be so quick to get upset at them.

Collaborate with the crew members involved to brainstorm potential solutions to the conflict. Focus on finding common ground and reaching a mutually beneficial resolution. Consider compromises, alternative approaches, or mediation techniques to bridge differences and restore harmony within the team.

Conflicts are natural on a video shoot. There are lots of personalities, lots of voices and lots of different ideas on how to approach things. When conflicts occur, it's important to seek a solution as soon as possible. The production leaders need to get to the root of the problem and make sure all parties are heard. Agree on the best route forward ensuring that the original vision of the production plan is upheld.

Seeking a solution involves identifying the root cause of conflicts within VFX production crews. Encourage team members to express their concerns and perspectives. Conduct regular team meetings to discuss issues openly and collaboratively brainstorm solutions. Establish a mediator or conflict resolution process to address disagreements professionally. Emphasize a shared goal and the importance of teamwork to foster a cooperative environment.

Whoever is responsible for conflict resolution must work as an arbitrator. Keeping both the sides in confidence is important.

Pergunte-os separadamente, como eles acham que aquilo se resolverá, para entende o que é necessário para agradar a ambos. Ache o meio termo, onde todos se sentirão ganhando igual.

After identifying the problem, get on the same side of the problem as the rest of your team so you are working against it together constructively rather than competing against one another unhelpfully.

If there is a conflict on set I always keep a pair of sword like knifes in my truck. The minute conflict breaks out I run out there and grab them. Hand each crew member involved in the dispute a sword and have them fight it out to the death.

Once a solution has been agreed upon, implement it promptly and effectively. Clearly communicate any changes or agreements to all parties involved and ensure that everyone understands their roles and responsibilities moving forward. Follow up regularly to assess the effectiveness of the solution and address any lingering issues or concerns.

I prefer to resolve conflict by engaging in a round of rock paper scissors. The results are nearly impossible to dispute and I always require a witness.

Acha que acabou por aqui? Ser um líder não é fácil! Mantenha a atenção na sua equipe, implemente estratégias para que esses conflitos não aconteçam novamente e sempre se comunique claramente com a equipe e com cada um separadamente. Saber que você está a disposição e é uma pessoa compreensiva, deixará sua equipe confortável para se comunicar caso algo que os deixe desconfortável aconteça, prevenindo um desentendimento maior.

Create devices to help prevent future situations. Such as communicate early about your forecasts or just create an environment whereby criticism is welcomed and taken constructively as opposed to destructively.

Take proactive measures to prevent similar conflicts from arising in the future. This may involve improving communication channels, clarifying roles and expectations, providing conflict resolution training, or fostering a culture of collaboration and respect within the team. By addressing underlying issues and promoting a positive work environment, you can minimize the likelihood of future conflicts.

After resolving a conflict, reflect on the experience, identifying both successful and challenging aspects. Focus on improving communication and collaboration skills by establishing clear and realistic goals. Communicate these effectively to the crew, encouraging feedback and input. Create an atmosphere of positivity and respect within the team to prevent future conflicts, fostering a collaborative and harmonious work environment. Additionally, understanding the motivations of your team members is key to preventing and resolving conflicts.

If conflicts persist or escalate despite your best efforts, don't hesitate to seek help from a supervisor, HR representative, or external mediator. These neutral third parties can provide valuable insights, facilitate discussions, and help resolve conflicts in a fair and impartial manner. Remember that seeking assistance is not a sign of weakness but a proactive step towards finding a resolution.

First ,identify what is the problem/issue.. try to understand each perspective. Then weigh in as an opinion and not as a solution, this gives an opportunity for every member to understand and not feel like you are imposing... Discuss, find a neutral ground where everyone's opinion appears to be accommodated..

Addressing conflict has to start with the foundations of the company culture. It is crucial for leaders to communicate to their teams that positive and negative feedback is welcome and create designated opportunities for that feedback to occur. Without clear procedure implemented by leadership from the beginning, people default to their typical poor conflicts habits whether it is stuffing, chronic negativity, gossiping, etc.