Here's how you can effectively address conflicts within your team.

Para resolver un problema, detecte el síntoma y sus causas, para ello mantenga su independencia, y recopile toda la información posible, para generar una solución que sea permanente en el tiempo.

Immediately get the root course of the problem, provide guidance on both parties with effective solutions that will work both ways, lastly Emphasise that we don’t always see eye to eye on issues however that doesn’t mean there must be commission teams must always find common ground to resolve issues, explore ideas and conclude on one solution/ recommendations that will be batter off for each party

Es importante primero identificar realmente el problema, comenzando con algunos pasos: Escucha Activa: Practicar la escucha activa implica prestar atención completa, reflejar lo que se ha entendido y hacer preguntas aclaratorias. Observación de comportamientos: esto es, cómo se comportan los individuos en diferentes situaciones puede ofrecer pistas sobre sus motivaciones y preocupaciones subyacentes. Reuniones individuales: tener conversaciones individuales puede crear un ambiente más seguro para que las personas expresen sus verdaderas preocupaciones sin la presión de otros miembros del grupo. Análisis de patrones: revisar incidentes pasados y patrones de comportamiento puede ayudar a identificar causas recurrentes de conflicto.

Para resolver um conflito, ouça todas as partes envolvidas, identifique as causas profundas e aborde o problema central, não apenas os sintomas, para encontrar uma solução duradoura.

Ser facilitador de dialogo, que todos se sientan escuchados, con justicia, guiar un dialogo con altura de miras, para llegar a un acuerdo que beneficie al equipo y a la mejora y desarrollo de el mismo.

Sometimes facilitating discussion directly between the two (or more) parties isn't necessarily what is needed, but rather as a leader of the team - I've needed to act as mediator/broker between the parties instead. Allowing them safety of their own private space, but not the confrontation of a direct meeting between the conflicting parties. Allowing each party the time and consideration of this more 'individual' approach has worked wonders when sometimes, a direct confrontation would only make matters more stressful for one or the other party.

Crie um espaço seguro para diálogo aberto, permitindo a expressão sem medo, com respeito e civilidade, promovendo uma resolução mútua.

Al momento de emitir una solución, esta debe ser lo mas justa posible, a través de compromisos o nuevas políticas para cierta manera de actuar, primordial involucrar al equipo en la implementación de la solución de éxito permanente en el tiempo.

La puesta en marcha de los cambios, se debe generar a la brevedad posible, con asignación de roles en el equipo, y de recursos adicionales si corresponde al caso, comunicar claramente los cambios, con seguimiento periódico y los ajustes correspondientes para garantizar el éxito de la solución.

According to my opinion to resolve conflicts in team, following strategies are required 1 - understand the real issues for conflicts 2- do try to resolve promptly 3- conduct meetings regularly to resolve every type of conflicts and its solutions accordingly 4- go to root causes of conflicts 5- be cool and calm 6- use active listening skill to be successful 7- open dialogue and open communication can play vital role for resolution of conflicts 8- make changes if required 9- complete follow up of every strategy to resolve conflicts is necessary to attain objectives 10 - use emotional intelligence and empathy 11- a comprehensive feedback can play a pivotal role

Follow up and verification after the fact is HUGE!!! Taking the time to ask a week or two later, how each party is feeling about the changes made in the working environment allows me (and them) the opportunity to make further small changes and further prevent reoccurrences of the original issue.