Voici comment vous pouvez gérer les conflits au sein d’une équipe de démarrage.

Do meu ponto de vista, acredito que o mais simples é utilizar a honestidade como principal valor norteador e se possível tratar os problemas de forma direta, sem rodeios e sem entrelinhas.

In my experience, addressing conflict within a startup team requires quick and open communication. An example is acknowledging issues as soon as they arise by creating a safe space for team members to share their concerns. I agree that transparency is key, but it's also essential to listen to everyone involved to understand different viewpoints. Facilitating a collaborative approach can help find solutions that work for everyone. Establishing clear conflict resolution steps and promoting a culture of respect and understanding can prevent conflicts from escalating and ensure a cohesive team environment.

To address conflicts within a startup team, foster open communication and transparency, ensuring everyone feels heard. Clearly define roles and set ground rules for behavior. Address issues early through regular check-ins and mediation if needed. Promote team-building activities and focus on shared goals to strengthen relationships. Provide training in conflict resolution and encourage empathy and respect among team members. Implement formal procedures for conflict resolution and focus on solutions rather than blame. If internal efforts fail, seek external help from professional mediators or counselors. This proactive and supportive approach can turn conflicts into opportunities for growth and improved collaboration.

Acknowledging and addressing conflicts in a startup team is crucial. Ignoring issues only lets them fester and grow. In short, dealing with conflicts openly and early makes for a healthier, more productive team.

This is very important when fostering a positive and productive startup environment. When a team member raises a concern, it's important to listen actively and show empathy, ensuring they feel heard and valued. Avoiding immediate opposition or dismissal helps in building trust and opens the door for open communication. By acknowledging the problem, you set the stage for collaborative problem-solving, making it easier to find solutions that are beneficial for everyone involved. This approach not only resolves conflicts more effectively but also strengthens the team bond of supporting each other.

layout issues and acknowledge issues and underlying tension within team identify root of issue and challenges being created along with impact on delivery/functions seek solutions and ask for feedback from team members on suitability of proposed solutions. once proposed solutions are defined, set group accountability and set progress and check in milestones keep open space for changes and flexibility as needed

We always suggest co-founders read "The Founder's Dilemmas" by Noam Wasserman together BEFORE they enter into a formal agreement. It helps put into perspective some of the key drivers of conflict as it relates to money vs control, and provides helpful guidelines for how to split and distribute equity over time to the founding team and new members as you grow. If you're starting on different pages, it's much harder to fix AFTER the cap table has been filled.

Understand that each team member has a unique set of experiences and skills. It's important never to compare your team to others or to individuals at different companies, as this can be demoralizing. If one person completes tasks three times faster, it doesn't mean others should match that pace—they may have different methods or shortcuts. I prefer the smart work than being a follower. Focus on encouraging and supporting your team. Use kind words and provide constructive feedback to boost their confidence and productivity. As leaders, apply techniques from human behavior studies when setting goals and seeking their input, ensuring everyone feels valued and motivated. This results in achieving the seemingly unrealistic goals we set.

The title "Embrace Diversity" here is misleading. Diversity of opinion is usually the REASON for the conflict, not the resolution. I'd re-write it to say "Navigate Diversity" because, as a startup, you'll be surrounded by all sorts of conflicting information and diverse perspectives. Many of them will be wrong, a few will be right, and your job as a founder is to sort through them and make the best decision you can with the information you and your team have. A diverse team is more likely to conflict if the founder's vision isn't firmly planted and communicated well. But if you have clear agreement in direction and motivation, diversity of thought will make it easier to find creative solutions to problems as they arise.