Hier erfahren Sie, wie Sie Konflikte zwischen Teammitgliedern in einer strategischen Rolle bewältigen können.

A good way to getting deep and open , and to make sure everyone is heard is by asking the right questions that will lead to the root of the conflict or the issue. Being a strategic leader requires the art of asking questions constantly. Questions like : What is missing for you ? What are the implications for you\them ? May lead to a different point of view for a better discussion

First, separate people from the problem. To avoid triggering survival reactions this is most important because it allows people not to get emotionally involved and to be able to analyze the problem objectively.

First of all, WE ALL have the same target. 1. WE ALL want to succeed and make the company succeed 2. WE work as team 3. WE all professionals, no self issues Once that said, let's LISTEN to each other and say what is to pros and cons for each side opinion and see how it's effects the company in the short and long run. when you do it like that, the emotions are out and logic is in.

Approach the situation by listening to all sides without bias. Gather information and understand the underlying causes of the conflict—whether it’s communication breakdowns, misunderstandings, or misaligned expectations. Shift the conversation from personal positions (i.e., “I’m right, you’re wrong”) to common interests. Encourage team members to find shared goals that benefit everyone, which can turn a win-lose situation into a win-win solution. Focus on resolving the issue rather than assigning blame. Reinforce a culture of teamwork and mutual respect, where people work through their differences constructively not critically. Aligning individual behaviours with the overall mission helps team members refocus on what truly matters.

Em minha experiência, quando surgem conflitos entre membros da equipe, é fundamental reconhecê-los de imediato. Ignorar o problema só tende a piorar a situação, gerando ressentimento. Sempre busquei abordar esses momentos com calma e mente aberta, garantindo que todos se sentissem ouvidos. Entender a causa raiz do conflito é essencial, pois só assim podemos encontrar soluções que atendam às preocupações de cada um, criando um diálogo construtivo que fortalece a equipe. Como você costuma lidar com conflitos em sua equipe?

One thing that can enhance open discussion is to eliminate hierarchy. If in the room it's clear that hierarchy is non issue, it helps partners to open discussion. Take in mind that hierarchy isn't always normal- it may be informal hierarchy in the team and many times more distractive

Después de reconocer el conflicto, invito a los involucrados a una conversación abierta donde puedan expresar sus puntos de vista de manera constructiva. Creo un ambiente seguro donde se sientan escuchados, lo que facilita que se comuniquen mejor. En una ocasión, convoqué a reuniones con líderes de áreas críticas para resolver desacuerdos sobre prioridades, logrando que todos comprendieran el impacto de sus roles en el éxito común.

Equip your team with the skills needed to resolve conflicts on their own. Offering training in communication, emotional intelligence, and conflict resolution can prevent future disputes and build a more cohesive team. If the conflict persists, facilitate a mediation session where the focus is on problem-solving. Use structured processes like active listening, brainstorming solutions, and finding common ground. Remind the team of their shared purpose and how their collaboration is essential to achieving the organisation's strategic goals.

When you want your team to speak free and to encourage dialogue, you need to make a positive environment. You can start with an exercise that encourage employees to speak - positive reactions for a start. no negativity, not using word like "no", "it won't work", "no way". only positive reactions like "It can work that way if we do... ". That way our mind is set to listen and find the good points in the dialogue and open the team mind to brainstorm. Active listening involve anti impulse reactions, to make it work. no one respond in the spot. You write, and reply afterwards. no cutting and no mind depressing.

Once a conflict is identified, facilitate a structured dialogue where everyone can share their viewpoints without interruption. This fosters respect and understanding. As a strategic leader, guide the conversation toward common objectives rather than personal differences. Promote active listening and empathy to create a safe space for team members to express their thoughts and feelings. This approach is crucial for resolving conflicts effectively and maintaining a cohesive team dynamic. By focusing on shared goals, you help align the team and drive towards constructive solutions.

When you are looking for answers, you need to set your mind to listen. Solutions will be always future actions, so blames on the past are out and now we focus on the actions need to be done. In a team dynamic, we start with explaining the issue, then everyone (one by one) add his idea to solve the issue. we write all the options down and then discuss each option (pros & cons), then decide which route will be the best. Always in mind the roi, short term and long term effects.

Una vez que todos los puntos de vista están sobre la mesa, busco que las partes colaboren en generar soluciones. Aquí aplico técnicas como el análisis de causa raíz o lluvia de ideas para encontrar enfoques innovadores. En un proyecto de mejora continua, un equipo enfrentaba desafíos en la coordinación de tiempos de producción. A través de este proceso, logramos replantear los flujos de trabajo y redujimos un 15% los cuellos de botella.

Em minha experiência, após ouvir todas as perspectivas, o próximo passo é explorar soluções de forma colaborativa. Incentivar a equipe a pensar criativamente e buscar compromissos que se alinhem com os objetivos coletivos é essencial. Ao avaliar a viabilidade de cada opção, sempre considerei o impacto na dinâmica da equipe. A chave está em encontrar um equilíbrio entre as necessidades individuais e o que é melhor para o grupo, garantindo que a solução seja algo que todos possam apoiar. Como você equilibra as necessidades individuais e o sucesso da equipe ao resolver conflitos?

With all perspectives shared, collaborate to explore potential solutions. Encourage creative thinking and propose compromises that align with team goals. Evaluate each option's feasibility and impact on team dynamics. A strategic conflict resolution approach balances individual needs with the team's best interests, ensuring a solution that garners collective support. By involving the team in finding solutions, you foster a sense of ownership and commitment, making it easier to implement the chosen resolution effectively.

na vez acordadas las soluciones, me aseguro de que las acciones a seguir sean claras y medibles. Asigno responsabilidades específicas y defino plazos para evitar ambigüedades. En una situación de conflicto entre departamentos por el uso de recursos, implementé acuerdos de uso compartido con métricas de rendimiento, lo que resultó en una reducción del 10% en tiempos muertos y una mejora del 12% en la eficiencia general.

Once a resolution is reached, set clear expectations for how team members should work together moving forward. Reinforce constructive communication and collaboration to prevent future conflicts. Keep an eye on the dynamics between the involved parties - regular check-ins ensure that the resolution is sticking and that no new issues are arising.

Em minha experiência, após chegar a um consenso, é crucial colocar as soluções em prática de forma organizada. Definir claramente as responsabilidades e prazos garante a prestação de contas e mantém todos alinhados. Como líder, sempre monitorei de perto o progresso e estive pronto para fazer ajustes, se necessário. Implementar resoluções de forma eficaz não só resolve o conflito, mas também fortalece a confiança na equipe, mostrando que cada membro tem um impacto real no sucesso coletivo. Como você garante que as soluções acordadas sejam bem implementadas em sua equipe?

Después de implementar las soluciones, hago seguimiento constante para asegurarme de que se cumplan los acuerdos y los resultados sean sostenibles. Monitoreo los avances y ajusto en caso de ser necesario. Por ejemplo, tras resolver un conflicto en un equipo de desarrollo, hice revisiones mensuales para asegurar que la colaboración continuara siendo efectiva, logrando una mejora sostenida del 8% en la productividad.

Acknowledge positive behaviour with clear and useful feedback e.g., "I noticed that you’ve both been great at improving communication in our recent team meeting by *insert detail here*. I really appreciate the effort you're putting in to work collaboratively—it’s making a real difference to the team’s productivity." Positive reinforcement encourages ongoing constructive behaviour. Ask for feedback to ensure that the resolution is sustainable & make adjustments if needed e.g., "We’ve been following the new structure for a couple of weeks now. Do you feel it’s been effective in addressing the original concerns? Is there anything we should tweak to make it even better?" Document and track progress & address early signs of recurrence.

Conflict management is key to success in critical roles. As personnel move up the ladder of corporate structure they will need to learn how to navigate through conflict. Each conflict is just differing priorities between different members of the Organization. Teach teams on how to handle these differences. Handling these situations needs a strong EQ and strong stress management perspective. Through these experiences build resilience by taking emotions out and letting logic drive the action. Coach the teams to handle amygdala hijack situations and how to let prefrontal cortex keep control at all times. Focus on underlying issues and not the emotions flying around Support mindfulness activities to build resilience Practice Presilience

Desarrollar la resiliencia es fundamental para enfrentar desafíos sin perder el enfoque. Lo aplico constantemente en mi rol, donde la presión y las adversidades son parte del día a día. La clave está en ver los obstáculos como oportunidades de aprendizaje. Por ejemplo, al trasladar una línea de producción internacional, enfrenté retrasos y problemas logísticos imprevistos. En lugar de frustrarme, replanteé estrategias, ajusté cronogramas y mantuve la motivación del equipo. El resultado: cumplimos con el proyecto, mejoramos procesos y aumentamos la eficiencia un 7%, demostrando la importancia de la resiliencia en el éxito.