Address the situation with empathy and curiosity. Have a private conversation to understand their perspective, actively listening to their concerns. Acknowledge their feelings, explain the team's goals clearly, and collaboratively find a path forward that aligns their contributions with the group’s success.

Managing a team member who undermines decisions requires emotional intelligence. Start by staying calm and self-aware, ensuring your emotions don’t fuel the conflict. Practice empathy to understand why they’re undermining the decisions—whether it's frustration, lack of clarity, or feeling unheard. Listen actively to their concerns, then address the behavior respectfully, explaining how it impacts team cohesion and progress. Reaffirm shared goals and involve them in future decision-making to make them feel valued and heard. This approach fosters collaboration and turns potential conflict into a growth opportunity for both the individual and the team.

When a team member undermines group decisions, it often stems from a reason. Either they may have a low tolerance for uncertainty and feel the decision was made too hastily; or they may feel their input wasn’t sufficiently acknowledged during the decision-making process. To address this with emotional intelligence, I would: - Use thoughtful questions to engage the person and the team in exploring potential risks: What risks might we have overlooked? What could go wrong, and how can we prepare for it? What are the alternative perspectives we haven’t considered yet? - Ensure that everyone’s contributions are noticed and genuinely appreciated by summarizing their input during discussions.

These are excellent strategies for managing challenging team dynamics! Acknowledging concerns and facilitating open dialogue can help uncover the root cause of the behavior. I also find that involving the team member in decision-making processes can make them feel more included.

I believe that addressing this situation with emotional intelligence requires a combination of empathy, direct communication, and active listening. Instead of immediately reacting negatively, I would try to understand the root cause of their behavior, whether it's insecurity, disagreement, or a lack of clarity. By actively listening to their concerns and validating their feelings, I can create a safe space for open and honest dialogue.

When a team member undermines group decisions, I first pause to manage my emotions, ensuring I respond calmly rather than react impulsively. I approach them privately to understand their perspective, asking open-ended questions like, “Can you share your thoughts on the decision?” This allows me to listen without judgment and identify any underlying concerns. I acknowledge their feelings while reinforcing the importance of unity for team success. If needed, I clarify the rationale behind decisions and emphasise shared objectives. I also set expectations for respectful collaboration moving forward. By staying empathetic yet firm, I can address the issue without escalating tension, fostering a healthier team dynamic.

In these cases, I suggest holding a one-on-one meeting with the team member to actively listen to their concerns and points that may be causing discomfort. Understanding this is important to provide the necessary support and, together with them, define actions. In addition, discuss with the team member the impacts that their behavior may be causing. Reinforce that the values of collaboration, engagement, teamwork and alignment are essential. Conclude the meeting by aligning the agreements and schedule a new meeting after 15 days for follow-up.

Engage in a private, empathetic conversation to discuss your observations, using "I" statements to express how their actions impact the team. Encourage open dialogue to understand their perspective and collaboratively seek solutions. By fostering open communication and understanding, you can address the issue constructively and maintain team cohesion.

La inteligencia emocional es un arte, y como todo arte necesita practica diaria, es una inspiración solo funciona en el momento perfecto. Una clave es entender el momento, respirar y observar luego te vas a un lugar privado donde puedas converger con esta persona, escucharlo, escucharlo y volver tuya esa emoción para luego convertirla en una respuesta inteligente, no dejes que se contagien los demás, y vuelve tuya la emoción de tu colaborador.