1. Acknowledge the Problem Openly and Promptly The first step is to recognize that the conflict exists and that it is affecting productivity. 2. Understand the Root Causes Conflict is often a symptom of deeper issues such as miscommunication, unclear roles, competing priorities, or personality clashes. 3. Mediate with Empathy and Objectivity Once the causes are identified, facilitate a mediation process between conflicting parties. 4. Rebuild Communication and Collaboration Often, conflicts arise or worsen due to breakdowns in communication. 5. Realign on Common Goals Conflicts can distract the team from their shared mission. Refocusing on collective goals can help restore unity. 6. Adjust Roles or Workflows if Necessary

When internal conflict is weighing down your team's productivity, the key is to shift from tension to trust—starting with open dialogue. Create a neutral space where team members can express concerns without fear of judgment, and actively listen to uncover the root causes—whether it's miscommunication, clashing styles, or unmet expectations. From there, clarify shared goals and reset the team's focus on what unites them rather than what divides them. Introduce clear roles, responsibilities, and feedback channels to reduce ambiguity and foster accountability. Sometimes, a bit of one-on-one coaching or guided conflict resolution is needed to recalibrate strained dynamics.

When internal conflicts hinder productivity, I rely on a leadership blend that embraces coaching to facilitate dialogue, servant leadership to listen deeply, and situational intelligence to adapt responses. By creating psychologically safe spaces for honest conversations, I uncover root causes and promote shared ownership of solutions. Through inspirational alignment around common goals and a delegative stance that respects autonomy, I help rebuild trust. It cultivates a resilient, high-performing team that transforms conflict into a catalyst for collaboration, innovation, and sustainable business success.

In times of internal conflict, I lean into a leadership blend that prioritizes both people and performance equally. By adopting a situational approach, I assess each challenge through a coaching lens - listening deeply to individual concerns while using a delegative mindset to empower ownership. Transparency and trust are non-negotiables. I model servant and transformational leadership to inspire unity and realign the team around a shared purpose, ultimately restoring momentum and delivering sustainable, high-performing results.

Don’t jump into “fix-it” mode. First, get to the root, what’s really going on beneath the surface? People rarely fight about the thing they say they’re fighting about. Create the environment for truth-telling, not just polite check-ins, pause, say what you see. Then facilitate the hard sruff aka misunderstandings, unmet needs, broken trust. Don’t mediate. Lead. Help them reconnect to what they’re building together. Conflict isn’t the problem. Avoiding it is. And if you handle it with courage and clarity you'll recover productivity amd a stronger team.