A continuación, te explicamos cómo puedes mejorar el trabajo en equipo y resolver conflictos utilizando la inteligencia emocional en el lugar de trabajo.

We should make good relation with employees and provide healthy environment and understand their issues to enhance team work and building team work activity and can resolve conflicts by emotionally.

In my opinion, we should try to resolve the issue and create a win-win scenario for the team members. I think we should be completely transparent with the team and allow them to take the lead on the assigned task. The team should work toward the right objective and have trust in order to reduce internal conflict. By practicing empathy and active listening and creating a welcoming and supportive atmosphere where team members feel appreciated and motivated to collaborate effectively...

1. Self-awareness: Recognize and understand your own emotions, as well as how they may affect your behavior and decision-making. 2. Empathy: Put yourself in your team members' shoes to understand their emotions 3. Active listening: Pay close attention to what others are saying and show genuine interest in their thoughts and feelings. 4. Emotional regulation: Manage your emotions in a healthy way, especially during conflicts. 5. Communication: Be clear, concise, and open when expressing your thoughts and feelings. 6. Conflict resolution: Address conflicts constructively by focusing on the issue, not the person. 7. Adaptability: Be open to change and adapt your behavior based on the needs of your team and the situation. 8. Collaboration

Active listening involves striving to fully understand others' perspectives. Miscommunication and misunderstandings are common in conflicts, but active listening helps us grasp what is truly being conveyed. Additionally, listening before responding gives us time to digest information and thoughtfully consider our reply, ensuring we clearly express our own viewpoint.

Most times a conflict occurs / escalates during an intense situation because we lose focus and give way to the emotions we feel while under that pressure. This is ironic for humans because the only way to get out of the situation is to move towards the solution. To do that we should focus on the task at hand, take one step at a time. While I do get irritated when a team member flunks, I seldom waste time dwelling on their mistake. I say, 'Yep, this is a mishap. Now we do this to rectify and take this direction to get to the solution." The evaluation happens after we've achieved our goal, so as we do better next time. The process improvements we've aggregated this way are numerous.

I've had both female and male managers and I too have been a manager. In my capacity as a manager, I have found that becoming experienced and knowledgeable on how to embrace not only your emotions but those of you direct reports as well as those who you report to. The 2 managers that were very skilled with there emotions were male. They were relatable, patient, direct, firm, fair and they had my utmost respect. I have reported to managers who had no business in a management role. They were emotionally immature. They did not know how to approach conflicts and often times were very "boastful". It's a learning process.