How do you go about resolving conflict between team members?

Escalate. Do not hesitate to escalate. I know this can be uncomfortable, and you don’t want to throw any team members under the bus.  Something I learned from one of my leaders is “clean escalation”. You identify the problem, document the problem statement and possible paths forward with all the respective tradeoffs. It’s crucial that this is data driven, supported by proof points and is 100% objective. If it’s objective, it’s less awkward, and the most important step before you escalate: write ...Read More

Conflict is super normal when it comes to business environments. As a first instinct, it's easy to try to ignore it and see if it will resolve it. But you run the risk that it could manifest into something bigger. So it's best to try to address it head-on: Start with 1:1s. I’ll check in with each person separately to understand their perspective, what’s going on beneath the surface, and what they actually need. It’s usually not just about the project—it’s about communication styles, expectations ...Read More

Similar to other answers, I believe resolving conflict begins with listening to both people’s perspectives. Sometimes it’s a simple miscommunication that can be solved by bringing it to both team members’ attentions. Other times, it requires bringing both people together to talk about what the challenge is and brainstorming ways to solve it. The key in those situations is to focus on the business problem instead of making it personal. In my experience, I have found that most people want to work ...Read More

This is a difficult task that needs to be managed with care. Before conflict even begins, from day one as a leader, you should foster a safe space. This way, when conflict arises, team members feel it is safe to discuss their perspectives. Brené Brown refers to this as a rumble and I highly recommend you read her work in Dare to Lead. It’s critical to listen with an empathetic ear. Be sure to offer validation of feelings and perspectives. Approach the conflict with open communication, respect, c ...Read More

Here's some actions I might take: Ask the team members if they feel comfortable addressing the conflict themselves first and highly encourage this (after all, we are all adults in the workplace and responsible for our own actions and behaviours) If they do not feel comfortable with this, then I would offer to meet with each of them individually to understand the context from each side I would then ask them to each prepare 3-5 questions they would like to have addressed/answered regarding feedbac ...Read More

The best piece of advice I got here and can confirm through experience is the art of "breaking bread." When conflicts arise, don't sit on it - that doesn't mean you should react immediately - which can often be clouded with raw emotion - but don't let it fester. Beyond that, don't try to resolve it by email. If you can, go grab lunch. Grab a coffee. Work remote? Grab a virtual coffee! Send a $5 Starbucks gift card to someone and block time on their calendar. Talk through things. Most of the time ...Read More