What do you do if tensions are rising within your team?

Here are 3 steps I recommend: 1) Start with making an effort to understand the Root Causes of the problem to allow you to implement the most appropriate solution. Often well intentioned people dive into problem-solving mode without first fully understanding the problem and its root causes: is this a workload balancing problem, a communication issue or something else?; 2) Conduct team-building sessions ensuring that team members get to know each other, develop and nurture a spirit of helpfulness and build social capital; 3) Provide training on Managing Stress, Problem-Solving, Conflict Resolution, Communications and other people skills to increase the team’s emotional IQ and team members’ sensitivity to each other.

Tensions are caused either due to people issues, process issues or results borne issues.Either way it's important to get to the root of the problem and there is nothing that cannot be handled through open communication. The biggest tension stoking reason is the boss- subordinate's lack of communication on expectations. When the boss does not define what and how he wants from the subordinate, it leads to complete confusion and building of tension from day 1. The most important role of the boss is to define expectations to the subordinates and to encourage open communication. Like culture is built top down, tension also follows the same path. The trick like I said, for the boss, is to communicate clearly, effectively and openly.

Stay close to your team through dedicated one on one conversations each week. Conflict often occurs when you have 100 small issues that are not resolved. These small issues come out in the one on one sessions…if you listen closely. Leaders can resolve most of them before they become major problems.

Tension is not all bad. Unaddressed tension is the enemy. Root cause, focus, and open communication can transform tension into a positive force for some teams.

De briefing and meetings to discuss issues without finger pointing is the way to go. Initially there may be resistance but eventually everyone will get used to that way and lead a happier/better working atmosphere

If tensions are rising within your team you should identify triggers. If you can identify triggers you’re able to know what to say, and what not to say, and what can start a level of tension based off of those triggers. This is incredibly true with the teams.

As a good leader incharge of a team and wanting to improve the organization must always understand not only the strengths of the team members but also their limitations and weaknesses. Its human nature to have tensions and conflicts within the team. Things happen with early indicators. Important for a leader to notice these and take them seriously as if not controlled in the initial stage, rifts and tensions may rise to higher levels. 1. Identity areas of concern and root causes. 2. Get team together and speak your heart out. 3. Make note of the trouble makers. 4. Call a spade, a spade as per your judgement. 5. Never allow things to be okay with time. Take corrective measure. 6. Define clear goals/ tasks and expectations.

It is common to see tensions escalating when the going gets tough. This is where a leader has to act swiftly. A swift and empathetic action is crucial. First, convene a meeting to openly address concerns, ensuring everyone has a chance to speak without interruption. Foster active listening and encourage constructive dialogue. Identify the root causes of tension and collaboratively develop solutions. Emphasize team cohesion and common goals to unite members. Implement regular check-ins to monitor progress and maintain transparency. Cultivate a supportive environment where individuals feel heard, respected, and valued, fostering trust and harmony within the team.

The leader needs to be an attentive listener and know his followers well in order to quickly and clearly identify points of tension. Directing specific efforts to each team member is part of the conflict resolution process.

I believe team tensions always have an origin, sometimes are personal issues, sometimes egos or real company's challenges so to start lowering the conflict knowing the origin helps a lot .

There is 1 thing that is absolutely important before you request anyone in your team to show empathy towards another (with whom they are seeing some friction). That is to have empathy yourself towards this person you are talking to. Try to first spend some time explaining how you see their pain. This cannot be a surface level conversation, it needs to be more intimate and show your nuanced understanding. This will also require some homework.

Empathy is so important, and often believed to exist yet misunderstood. Active listening is such a key to this essential element of communication and collaboration to diffuse tension. A few additional keys to empathy are giving someone your undivided attention (devices down people!!), paraphrasing for understanding, and non verbal cues to let the other person know you are vibing with them.

One thing I have found to be helpful is for leadership to roll up there sleeves and get in the trenches with their team. Work can be hard and when people feel like their stress is only theirs to own they feel can feel isolated and resentful. Ask questions of your team. Find out where you can provide lift when the load is heavy. Empathy and support drives real loyalty and a sense of mission in the toughest of efforts.

When tensions rise in a team, encouraging empathy can be a powerful tool for resolution. It's important to foster an environment where team members strive to understand and appreciate each other's feelings and perspectives. This can be facilitated through team-building activities that highlight shared experiences and vulnerabilities. Encourage open dialogue where individuals express not just their own feelings but also actively listen to others. By cultivating empathy, team members can better navigate misunderstandings and conflicts, leading to a more harmonious and collaborative workplace.

Implementing solutions, will address the issue. Allowing a Team approach to identify, address and resolve the issue(s), allows all a voice. I rely on TQM management and support managing from the bottom up. As a Team, we are always only as strong as our weakest part. All parts are equally important. Train, empower and educate your Team, continually.

We know workplace conflict has a detrimental impact, so you have to learn about the best resolution process to properly address it. Here I post some points to put into consideration when conflicts arrive: 1. Deal with conflict as soon as possible. 2. Clarify the source and the type of conflict. 3. Encourage the parties to communicate in a safe space. 4. Use nonviolent communication. 5. Focus on common goals and brainstorm possible solutions. 6. Agree on a resolution. 7. Decide on preventative strategies. It’s natural that not everyone will be 100% satisfied with the solution, but they can still be open to it.

Finding solution is like - most of the time - a compromise, where one person is happy and other will adjust with it. Finding a win-win solution is very rare in managerial setting where humans are involved. Finding a solution that will satisfy one and all is not possible, so better to find rewards and consolation prices for everyone involved. Find a solution which gives something or the other to every member. A solution should have - path to future, vision of holistic growth and appreciation for all. Yes tough decisions are needed , tougher solutions are needed, but a honest effort of win-win for all is what gets appreciated and respected among all.

No better time to invest in a powerful assessment tool that can identify each team member’s communication preferences and tendencies. It gives the leader a comprehensive view of individual contributions and how balanced (or imbalanced) the team is. A team workshop facilitated by a certified coach or HR professional is a game changer for improved team performance when done right.

Conflict resolution is an ongoing process. Regularly check in with your team to assess the impact of implemented solutions, ready to adjust as needed. Celebrating incremental successes can boost morale, reinforcing the value of positive interactions and the continuous effort to maintain a harmonious team environment.

I agree with all steps that were suggested but without accountability all this effort will go waste. That is why it is so important to monitor the progress to ensure individuals that are involved with tension are doing equal amount of work fix the situation

Resolving conflicts is a leader's constant task. Like any implemented solution, it is necessary to check and verify the results in order to feed back into the process.

And what gets measured, gets managed. The key is to implement a robust dashboard that, at a glance, lets you see if you're winning or not

Monitor progress of implemented solutions, regularly check in with team for effectiveness, make adjustments as needed, celebrate small victories to boost morale and reinforce positive behavior

Let’s not forget. We’ve all been through a TON in recent years. The COVID years created: Career disruption, personal loss, worry, changes in how we work, how we educate, how we live. Now, after a brief uptick we have now been in an uncertain economic climate for a year and half now. All of these things contribute to how people interact. We are all just human. Good leaders understand that.

Managing tension on a team requires candid & transparent communication. Building a strong peer based culture always brings staying power and sustainability across the team. With a strong and supportive culture in conjunction with addressing conflicts promptly, trust begins to form. By promoting collaboration, and ensuring everyone feels valued and heard, trust continues to grow. By emancipating team members to express their concerns and opinions respectfully, and facilitate constructive discussions to resolve any conflicts that arise, trust will take yet another step forward. Additionally, team-building activities and regular check-ins can help strengthen relationships and alleviate tension. All driven by a peer based culture built on trust

Attention: no sugarcoating Do not feel bad when you hear the team blaming you behind your back. avoid favoritism, be objective and neutral.. acknowledge that you cannot make everyone happy.