Resolving interpersonal conflicts in a startup requires fostering open communication and mutual understanding. I would begin by addressing issues promptly in a neutral and respectful manner to prevent escalation. Creating a safe space for team members to express their concerns is crucial. I’d mediate by identifying the root cause, focusing on the problem rather than individuals, and encouraging collaborative solutions. Implementing team-building activities and defining clear roles and responsibilities can also minimize friction. Additionally, leading by example and promoting a culture of empathy, transparency, and accountability ensures conflicts are managed effectively, ultimately boosting morale and productivity in the long term.

All conflict stem from two questions. Who is in charge? And how much do you love me? Address these two things without being defensive and most issues go away. Other hints: -People don’t need to agree if they feel seen. -People build trust when conflict is productive, not from being nice. -In the long run people rather be empowered than you taking responsibility for them. -Everyone wants to work on a functional, supportive team. So you aren’t alone. -Your team is a reflection of your relationship with yourself. There are lots of tactics like good communication and well defined roles but if you don’t understand the cause you’ll constantly be in maintenance mode. A mode that is good for coaches but not for companies.

It is important to understand the source of the conflict: Is it something personal? Are there different visions? Are conflicts valid? You can't waste time in a startup, so it is important to address them immediately. It is always best to share the big picture and ask the team to put personal issues aside. Your team needs to be a team! Invest in physically putting people together for a while so they can get to know each other and learn to trust each other.

"Communication builds harmony." As a founder, whenever conflicts arose in my startup team, open communication worked just fine for me in their resolution. Here's what worked for me: Address Issues Early: I nipped disputes in the bud whenever they arose. Let Openness Flow: Provide a platform where each can have his or her say. Find Common Solutions: Jointly look for common and constructive ways forward. These strategies transformed conflicts into opportunities for growth, enhancing teamwork and productivity alike.

Resolving people (human) conflicts is probably the most difficult issue to handle. Most entrepreneurs are generally more adept at handling product, technology, financial and operational issues much better. Also they carry the additional pressure of running a tight, often bootstrapped, ship. Which is ironic because they may need specific (professional) guidance in handling people, which they may not really be able to afford in the initial stages of the company. Leaders need to have intellectual humility and loads of empathy before they can even start doing this successfully. Understanding the REASON behind the conflict is the obvious 1st step - which is tricky as people don't often say/know why they behaved in a certain manner!