¿Qué haces si tu equipo está experimentando conflictos y eres un profesional a mitad de carrera?

Conflict and Resolution are two sides of the same coin, we must understand this before getting into resolution. It is natural to have conflicts within the teams. Rather if there is no conflict the team is not performing! One can reflect upon the Tuckman's stages of team development: Forming, Storming, Norming, Performing and Adjourning. When you have conflict within the team it means you are still at Storming stage. In a team development process expectation setting is very important, identifying and clarifying the role of each team member is critical for team success. Team needs to create its own framework to resolve conflict. A team leader plays an important role, team dynamics team culture is important to win the team confidence.

If conflicts arise within your team as a mid-career professional, there are several steps you can take to address the situation. Acknowledge the Conflict. Identify the Root Cause. Encourage Open Communication. Facilitate Mediation if Necessary. Focus on Solutions. Set Ground Rules. Lead by Example. Seek Support if Needed. By taking proactive steps to address conflicts within your team, you can help foster a more positive and productive work environment for everyone involved.

1. Foster open communication: Encourage team members to express concerns and viewpoints constructively to resolve conflicts effectively. 2. Facilitate conflict resolution: Mediate discussions and help find common ground to address underlying issues and restore harmony within the team. 3. Promote empathy: Encourage team members to understand each other's perspectives and collaborate towards shared goals despite differences. 4. Seek guidance: Consult senior colleagues or HR professionals for advice on managing conflicts and fostering a positive team environment.

If team is experiencing conflict.. Bring all the members to common place who are involved in conflice.. Preferable face2face meeting.. Have a open dialogue.. Try to understand the issue and root cause of the issue.. Ask the team to come for solution for conflict..If not you give your suggestion method as a leader to come at common agreement... Agree on the conflict resolution and encourage them to work collaboratively...

Find out why there's a problem: Figure out why there are conflicts. Is it because people disagree, don't understand each other, or don't get along?

Ask questions talk to the people and understand People's opinion on the problem. This will give you insights and clues on the loose ends of the problem. If need be, bring the people face to face. Understanding the problem means 50% resolution of the problem. Once you understand a lot of pictures is clear and you also know what are the weak links and where ties need to be made to bind every nook and corner.

As a mid-career professional, I will try & address the conflicts within the team by first facilitating open dialogue to understand the root causes. - I'd encourage active listening and empathetic communication to promote mutual understanding. - I'd work with the team to find mutually agreeable solutions. - If necessary, I'd seek guidance from more experienced colleagues or utilize resources provided by HR. Implementing clear communication channels and regular check-ins would help prevent conflicts and ensure a productive work environment.

Communicating with transparency is important. Put your understanding of the problem in front of everyone and let's hear their opinion . This is going to give you ways to resolve the problem. Plan out on the corrective measures to be taken and discuss with everyone so that everyone understands their role in the measures to be taken. It will also help them to correct their own actions of the past which contributed to the creation of problem.

Great teams are built on trust, not friction. If your team's facing conflict, don't settle for mediocrity. Dig deep, understand the core issues. We need transparency, not secrecy. Then, here's the magic: Collaboration. Brainstorm. Don't just talk problems, solve them. Elegant solutions, win-win for everyone. Remember, compromise isn't weakness, it's strength. A team that bends together, doesn't break. Focus on innovation, not infighting. Let's get on the same page and ship something phenomenal. This approach fosters trust, strengthens the team, and ultimately, drives results.

Consensus is important, but conflict as well. As an example, Drag is the force of resistance that occurs when a plane's size and shape displaces air as it moves. Drag and gravity try to pull the plane down and slow its speed, so the plane must be built so that lift and thrust are stronger than the pull of gravity and drag. In other words, without a conflict, the plan won’t fly. Same for your team, without conflicts, the team won’t grow and there is nothing more dangerous than a team in which everyone agrees all the time. Embrace the conflict, use it- like the plain- to fly high!

In such cases, it's best to bring all the stakeholders on a common platform. Invariably it is the lack of communication which causes such conflicts. Once people with different opinions sit face to face, they will work out the common solution. It would be one or two who could have a conflicting point of view which will lead to consensus or a majority opinion once they know they need to work out a solution.