Different people and personalities often clash. A great tool is to remain focused on the purpose or reason you are on the team. Each individual may feel strongly about their methods of achieving the goal. Focusing on the goal and not the path to reaching it can slove many team related issues. For a manager reenforcing this is key to well working teams.

1. Acknowledge and Identify the Root Cause: • Recognize the problem • Identify the underlying reasons 2. Foster Open Dialogue and Constructive Discussion: • Create a safe space • Promote active listening • Utilize conflict resolution techniques 3. Implement Conflict Resolution Strategies: • Focus on interests, not positions • Use collaborative problem-solving • Seek feedback and follow up 4. Set Clear Expectations and Establish Communication Channels: • Clarify roles and expectations • Establish clear communication channels • Provide communication skills training 5. Monitor and Adjust Strategies: • Continuously monitor team dynamics • Be prepared to adjust strategies

1. Acknowledge the Conflict Promptly Ignoring tension allows it to grow. Create a safe, neutral space where team members feel heard and understood. Initiate a private or group discussion depending on the situation’s scale. “I’ve noticed some tension that may be affecting how we work together. Let’s talk openly and constructively about it.” A good roundtable dinner with no hostility and an open discussion will create less tension and help people move forward past the issue

When conflicts disrupt team communication, I treat them as strategic signals, not just interpersonal issues. First, I identify whether the conflict stems from misaligned objectives, unclear roles, or cultural misunderstandings across departments. Then, I create a short tactical pause—through a focused alignment session—to reconnect the team to the bigger strategic goal. I avoid resolving symptoms; instead, I reframe the conversation around shared outcomes and strategic priorities. I also use stakeholder mapping to understand influence dynamics and reposition communication channels accordingly. Often, resolving conflict isn’t about agreeing—it’s about re-anchoring the team around purpose and clarity.

I recommend addressing issues early. Why: Allowing tension to build can lead to resentment or escalate into more serious conflicts. How: As soon as I notice signs of tension- such as changes in tone, body language, or team dynamics- I initiate a private, informal check-in with the individuals involved to better understand the situation and prevent further escalation.