Colaboradores estressados são situações normais em equipes de projetos. A grande verdade, eles estão com suas tarefas atrasadas e colocam a culpa no outro colega e vice versa. Como Líder você deve identificar esse comportamento imediatamente, e fazer em primeiro plano, conversar com cada colaborador individualmente, para saber o real motivo de conflitos. Após sua avaliação com relação aos envolvidos, chega a hora de fazer uma reunião com os 2 colaboradores e deixar que eles falem suas versões na sua frente. escutado os 2 e já esclarecido os possíveis conflitos, você como Líder alinha com os envolvidos a manter o equilíbrio emocional e que foquem apenas nos resultados. Reforce que a harmonia e a produtividade são prioridades.

To restore harmony and productivity, we should Address the Issue 1. Meet privately with both team members. 2. Discuss the conflict's impact on the project. Identify the Root Cause 1. Encourage open communication. 2. Ask questions to understand perspectives. Foster a Positive Environment 1. Remind them of shared project goals. 2. Encourage active listening and respect. Develop a Resolution Plan 1. Collaborate on a mutually acceptable solution. 2. Establish clear expectations for future interactions. Monitor Progress 1. Schedule regular check-ins. 2. Provide feedback and recognition for improved collaboration.

Restaurando a Harmonia e a Produtividade: Identificar a Causa: Converse individualmente para entender o conflito. Mediar a Situação: Facilite uma conversa mediada entre eles. Definir Regras: Estabeleça regras claras de comunicação. Focar na Solução: Encontre uma solução mútua. Reforçar o Propósito: Lembre a equipe da importância do projeto. Monitorar Progresso: Acompanhe o relacionamento e a produtividade.

Organise a meeting between the two individuals and tell them to express themselves and theirs thinkings without aggression. Facilitate the concept of common ground where Common Examination Board’s goal and values converge. The two should develop an agreed work plan on how to address issues with specific roles to reign them in from a self-centered agenda and instead focus on achievement of general goals. I once faced such a problem: I had two employees, each of whom had skills that would address the other’s problem areas. This helped them shift from Duncan and Scott getting into altercations to now working together to bring back balance of both order and efficiency.

- Understanding the reason for clashes and their approach. - Set the clear expectations and timelines with each individual. - Make them feel important to the organisation and team. - Once they are motivated clashes won’t get in their way.

This require further and a deeper dive into analyzing the issue, the probplem may not be only the two team members, there may be other underlining issues that may caused the conflict between two. The leader need to take the lead addressing the issue, take an effective & correction measure, reinforce what is expect from them and the consequences of their action.