- Ensure everyone understands the team's shared goals. 'We all want the ship to sail to a common destination'. - Reiterate that while we achieve common goals, sometimes our approach, methods, processes may vary and that is a good challenge to have. - Discuss/agree on the steps or process to achieve that goal. There are many ideas and processes. Which are the ones we will adopt for now? - Ask conflicting members, why they think someone is behaving in a particular way? Peel the onion to find out individual drivers? - Share expectations from each other. Coalesce around what type of a team culture do we want and what values does the team value? - Give and take is not bad - this time i'll take care of the marketing, next time you do.

To resolve conflicts and boost performance, initiate "conflict cooking" sessions—where teams cook a meal together, using the process to foster communication and collaboration. Introduce a “reverse mentorship” program where younger or newer employees mentor senior team members on fresh perspectives. Lastly, hold monthly “team reboots,” where team dynamics are openly discussed and recalibrated, ensuring everyone’s voice is heard.

I would facillitate a group exercise where each team member describes what an ideal team looks like. This not only provides insights but also ensures everyone’s voice is heard. We would then collectively establish team norms going forward. Further, I would ensure everyone understands their individual roles and responsibilities, creating clarity around “who does what.” I would prioritize open lines of communication through regular 1:1check-ins and group meetings. This ensures that challenges are addressed early and feedback flows seamlessly. Finally, to enhance team collaboration, the team would work on a shared goal that requires collective effort highlighting the value of working together toward a common objective.

Resolving conflicts and boosting team performance requires a thoughtful and strategic approach. To address conflicts, start by identifying the root causes, such as miscommunication, workload imbalance, or personality clashes, through one-on-one discussions or team feedback sessions. Encourage open communication in a safe space where team members can express concerns without fear of judgment. Facilitate mediation as a neutral party to guide discussions toward solutions, focusing on resolving issues rather than assigning blame. Establish clear behavioral guidelines for the team and promote empathy by encouraging members to consider different perspectives.

Pt 1: Team dynamics are the backbone of productivity, and conflicts are inevitable in any group setting. The key lies in how they are addressed. By leading with empathy and kindness, you can transform challenges into opportunities for growth and stronger collaboration Create a Safe Space for Open Communication Encourage team members to express their concerns openly without fear of judgment. Listening actively and without interruption fosters mutual respect and paves the way for understanding. Seek to Understand Before Solving Take the time to understand the root cause of conflicts. Empathy means putting yourself in others’ shoes to grasp their perspectives. Often, conflicts arise from misunderstandings or unmet needs, not malicious intent.

Pt2: Focus on Common Goals Redirect conversations toward shared objectives and values. This reinforces the idea that the team is united in purpose, even if opinions differ. Model Kindness in Your Leadership Demonstrate patience and compassion in your interactions. When leaders show kindness, it sets the tone for the entire team and inspires others to do the same. Facilitate Collaborative Problem-Solving Bring the team together to brainstorm solutions, ensuring that every voice is heard. This not only resolves the immediate issue but also strengthens relationships by showing that each member’s input matters.

I feel creating a culture where team members feel comfortable so that they can express concerns, open communication and a platform to express their ideas. Hold team bounding activities quite often to strengthen the bonding. When it comes to conflicts it is important to understand the root cause & encourage them to speak on their concerns and ensure they focus on the problem, not the person.

Address issues directly, promote open communication, and foster collaboration. E.g., imagine a project team struggling due to conflicting work styles—some members prefer structured plans, while others thrive on flexibility. Begin by facilitating a discussion in a neutral environment. Use tools like a "working styles assessment" to help members understand each other’s approaches. Encourage them to express concerns and needs constructively. Then, establish shared goals and agreements, such as setting flexible deadlines for creative tasks but fixed timelines for deliverables. Assign roles based on individual strengths, like having the planner organize milestones while the flexible thinker brainstorms innovative ideas. Use regular check-ins.

A cornerstone of conflict resolution for me has always been making my team aware of the "forming, storming, norming and performing" concept and this has always helped my teams feel very safe in expressing their concerns. Take the shame away from conflict and normalise everybody not getting along. The less you focus on performance especially when it comes to resolving conflict, you will find that your team will WANT to be more productive. Regularly suggest new ways to improve efficiency without making it a personal matter. Not allowing room for others to develop a "god complex" is key to keeping balance.