Last updated on Jul 1, 2024

Your team members are at odds, impacting project progress. How can you facilitate a resolution?

When your team members are at odds, it can create a ripple effect that hampers the progress of your projects. As a leader, it's crucial to step in and facilitate a resolution that not only addresses the immediate conflict but also fosters a collaborative environment moving forward. The key is to approach the situation with empathy, maintain open communication, and ensure that every team member feels heard and valued. This article will guide you through practical steps to navigate through team conflicts and restore harmony, ensuring your project stays on track.

1 Assess Situation

Before diving into conflict resolution, take time to understand the underlying issues. Listen to each team member's perspective without judgment. This will help you grasp the root cause of the disagreement and the impact it has on your project. Remember, it's not about taking sides but about understanding the dynamics at play. By doing so, you'll be better equipped to address the problem effectively and with the necessary sensitivity.

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Prathima Kalegowda

Senior Manager Program Management at Fidelity Investments
Should you notice any disagreements among team members, it's wise to gather them for a discussion about the issue. Before initiating the discussion, establish some basic guidelines. It's important for team members to pay attention to each other, honor different opinions, and avoid cutting each other off. Promote transparent and sincere open communication among team members. Lead conversations where all team members affected by the conflict can express their worries and viewpoints. This aids in dispelling confusion and facilitates a more knowledgeable approach to finding a solution.
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Robert Ferrari

Unlocking Excellence in Leadership and Life | 8x LinkedIn Top Voice | Certified High Performance Coach | Master's in Leadership | Senior Professional in HR | Retired U.S. Navy Master Chief
When team members fight, it can slow down work. Here's how to fix it: 1. Listen: Talk to each person alone to hear all sides. 2. Find the real problem: Look deeper than what's on the surface. 3. Get everyone together: Have a meeting to talk about the issue openly. 4. Set rules: Make sure everyone is respectful and gets to speak. 5. Help, don't force: Let the team find their own answer. 6. Remind them of the big picture: Talk about why the project matters. 7. Find middle ground: Help people meet halfway. 8. Write down what's agreed: Make clear who does what next. 9. Check in later: Make sure the problem stays fixed. Remember, fights can sometimes lead to better ideas if handled well.
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2 Open Dialogue

Encourage an open dialogue between the conflicting parties. Facilitate a meeting where each person can express their concerns in a controlled environment. Ensure that this conversation remains respectful and focused on finding a solution rather than assigning blame. This step is crucial in demonstrating that you value open communication and are committed to resolving issues in a way that benefits the entire team.

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Aneelkumar(Aneel) Savalagi

Leadership | Technology | CIO100 | GCC | ISMS LA | Architecture,Engineering & Ops | Infrastructure, Platform, DevOps, Security, Cloud | Transformation | AI, Automation | Business & Product Management | MBA - IT
Guide the discussion to focus on behaviors and specific issues rather than personal attacks. Encourage the use of "I" statements to express feelings and concerns (e.g., "I feel frustrated when...") to prevent defensiveness.
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Aneelkumar(Aneel) Savalagi

Leadership | Technology | CIO100 | GCC | ISMS LA | Architecture,Engineering & Ops | Infrastructure, Platform, DevOps, Security, Cloud | Transformation | AI, Automation | Business & Product Management | MBA - IT
Guide the discussion to focus on behaviors and specific issues rather than personal attacks. Encourage the use of "I" statements to express feelings and concerns (e.g., "I feel frustrated when...") to prevent defensiveness.
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3 Set Expectations

Clear expectations are vital in preventing and resolving conflicts. Discuss as a team what acceptable behavior looks like and the importance of maintaining professionalism. Emphasize the shared goals and how teamwork is essential to achieving them. By setting these standards, you create a benchmark for behavior and collaboration that helps guide your team through challenging situations.

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4 Provide Support

Offer support to your team members by providing the necessary resources to manage and resolve their differences. This could include conflict resolution training, mediation services, or simply being available to listen and provide guidance. Show that you're invested in their well-being and professional development, which can go a long way in building trust and encouraging a more cohesive team dynamic.

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Aneelkumar(Aneel) Savalagi

Leadership | Technology | CIO100 | GCC | ISMS LA | Architecture,Engineering & Ops | Infrastructure, Platform, DevOps, Security, Cloud | Transformation | AI, Automation | Business & Product Management | MBA - IT
Help the team reach agreements on specific actions they will take to resolve the conflict and improve collaboration. Make sure these agreements are clear and actionable.
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5 Monitor Progress

After implementing conflict resolution strategies, keep an eye on the team's progress. Check-in regularly with the individuals involved and the team as a whole to ensure the resolution is holding and that the project is back on track. This monitoring shows your ongoing commitment to a healthy work environment and the success of your team.

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6 Reflect and Learn

Finally, use the conflict as a learning opportunity. Reflect on what worked well in resolving the issue and what could be improved for next time. Engage with your team to gather feedback on the resolution process and discuss ways to prevent similar conflicts in the future. Continuous learning and adaptation are key to becoming more effective in managing people and maintaining project momentum.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Your team members are at odds, impacting project progress. How can you facilitate a resolution?

1

2

3

4

5

6

7

1 Assess Situation

2 Open Dialogue

3 Set Expectations

4 Provide Support

5 Monitor Progress

6 Reflect and Learn

7 Here’s what else to consider

People Management

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Your team members are at odds, impacting project progress. How can you facilitate a resolution?

1

2

3

4

5

6

7

1 Assess Situation

2 Open Dialogue

3 Set Expectations

4 Provide Support

5 Monitor Progress

6 Reflect and Learn

7 Here’s what else to consider

People Management

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