Here's how you can manage conflict and stress within your team.

Reconocer que hay un problema es el punto inicial para gestionar el estrés dentro del equipo, se tiene que tener una comunicación abierta, fomentando un entorno donde los miembros del equipo se sientan cómodos y puedan compartir sus preocupaciones y desafíos, el líder debe escuchar activamente y mostrar empatía hacia sus expectativas.

This is a great place to start but how do you acknowledge issues and create a safe space where people can enter the conflict and actually resolve it? Frame the conflict in a way where everyone is on the same side. Avoid factions at all cost. Encourage vulnerability and honesty by living those characteristics yourself, in that moment. Talk about what is acceptable behavior and what is not ahead of time. Personal attacks or competition do not help with acknowledging things. Lastly, this will be a work in progress, don't aim for perfection, aim for progress.

A mindful willingness and openness to what is happening. Being cognizant of each individual’s perspective and experience. Talking with any and all involved parties. For example if 2 members seem to have tension, while the other 3 are flowing. Speak to all 5, individually. The two involved may not be seeing clearly or the whole picture in the way others. This includes the leader. The challenge may have arisen from an unclear direction or misstep by the leader. Be compassionate with yourself and your team, and lead with vulnerable to possibilities. Engage mindfully in the moment with openness and adaptability.

During a particularly hectic quarter, I noticed growing tensions between two key team members. Their disagreements were subtle at first, but I could sense the undercurrents of frustration affecting the team's morale. Instead of waiting for the issue to escalate, I decided to address it head-on. I called a private meeting with both individuals, allowing them to voice their concerns in a safe and respectful environment. By acknowledging the conflict early and showing that I was invested in resolving it, we were able to prevent further escalation. This proactive approach not only alleviated the immediate stress but also demonstrated to the entire team that their well-being was a priority.

Conflict is natural in certain situations. If dealt with correctly, it leads to better team functioning, getting everyone on board, and leading to a culture of making space for everyone. Dont fear conflict, it means there are some areas of review for everyone.

Two key points in my opinion: 1️⃣ Actually care about their honest opinion and well-being. If you do, your actions will follow. Get into the right mindset before the dialogue. 2️⃣ NEVER bring up their opinions or problems discussed in a negative way in a future situation. Trust is a fragile construct at work. Please pay attention!

A healthy dialogue starts with the leader. Lean into the room. Be open and clear in your dialogue. This includes being honest with yourself, which may mean acknowledging to the team something you don’t know and need help with. This empowers them to do the same when they need help. Encourage your team to engage mindfully with one another in a manner that is open and adaptive to more than their own awareness. Lastly, it also includes dialogue with the task at had, how are you navigating feedback from the project inputs and outputs, as well as any unforeseen external factors.

In one of my previous roles, we faced a significant challenge when miscommunications started to hinder project progress. I initiated regular team meetings dedicated solely to open dialogue. These meetings were designed to be safe spaces where team members could express their thoughts and concerns without fear of judgment or retribution. By promoting open communication, we unearthed several underlying issues and misunderstandings. The dialogue led to greater empathy and understanding among team members, which significantly reduced stress and fostered a more collaborative atmosphere.

Whenever there is a conflict, rather than shutting down, a good leader will open up the stage to hear everyone's voice. It takes courage to sit and listen and take everyone's thoughts and concerns overboard. Collaborative working is a win-win for everyone!

A team being close can be a good thing. I can promote a sense of comradery, collaboration, and openness. This isn't always the case and in some cases team can get too close, share too much, or ask for too much. This is where appropriate boundaries come into play. Not everyone wants to share what they do outside of work and other's personalities are not open to just chatting. Empower your team to understand, create, and enforce the boundaries that are appropriate to them. If two boundaries clash this is where open dialogue should occur to better understand if there are ways the team members can work together. When healthy boundaries exist on a team the team can thrive and stress can lessen.

Safety is the key concept here. Make sure to create a safe space for everyone to participate in. That needs both clear rules (boundaries) and clear information on how what is being discussed will be used afterward. Don't just set boundaries though, ideally, you also explain why certain behaviors are off-limits. Again, because you want to create safety, not restrict behavior unnecessarily. Explaining why you are prohibiting certain actions shows that you are aware of dangers and manage them effectively.

At the onset of a new project, I noticed that the lack of clear boundaries and expectations was causing confusion and conflict within the team. To address this, I held a workshop where we collectively defined acceptable behaviors and set clear guidelines for communication and task management. We established what constituted respectful behavior and the protocols for addressing issues. This clarity helped prevent future misunderstandings and provided a clear framework for resolving conflicts. By setting these boundaries, we created a more structured and harmonious work environment, reducing stress for everyone involved.

In a high-pressure environment, I recognized that some team members were struggling with stress and workload. To offer support, I implemented a mentorship program and introduced wellness initiatives, such as yoga sessions and mental health workshops. Additionally, I made it a point to check in with each team member individually, providing a platform for them to express their concerns and needs. By acknowledging their struggles and offering tangible support, I noticed a significant improvement in their overall well-being and productivity. This proactive support not only alleviated stress but also built a stronger, more resilient team.

Recognizing the signs of burnout in my team, I took decisive action to encourage better work-life balance. I instituted policies that emphasized the importance of taking regular breaks, using vacation time, and disconnecting from work after hours. We also started monthly team-building activities that focused on relaxation and fun, such as hiking trips and game nights. These initiatives helped the team recharge and return to work with renewed energy. Encouraging balance not only improved their mental and physical health but also enhanced their focus and efficiency, leading to a more harmonious and productive work environment.

When a major conflict erupted over resource allocation, I knew it needed to be resolved quickly and fairly. I gathered all involved parties for a problem-solving session where we could openly discuss the issues at hand. Using structured problem-solving techniques, we identified the root causes of the conflict and collaboratively developed a resolution that addressed everyone’s concerns. This process involved compromises and adjustments to our workflow, but it ultimately led to a more effective and less stressful working relationship. By addressing the conflict decisively and fairly, we were able to move forward with greater unity and focus.

When facing stress and conflicts in a team setting, it's important to frame the situation in the right way. The default for many is that this is a bad situation and not helpful. That does not have to be true at all. Both stress and conflict when handled well are necessary for growth. It can also create an emotional experience that can bond the team closer together. Turn stress into growth by making everyone feel safe and heard, then tie this back into team cohesion and you will walk out of this situation as a more powerful team.

Being proactive about stress management in high-pressure roles is the key to dodge burnout. There are several tools and techniques but creating a hardiness mindset is proven to work for roles like military, paramedics, and executive roles. There are 3Cs to develop hardiness. Be committed to the long term goals, see regular problems as challenges rather than threats or dangers (unless they really are!), and believe in yourself to be able to solve the problem. you may need help to solve it or upskill yourself but its better than feeling hopeless or out of control. Also, it helps to develop collaborative skills.

Are there things you can do to promote a supportive culture within your team? Can you instill supportive structures in different ways and at different levels of your team? Examples could be: - setting up a feedback system or loop, having 1:1s that are solely for the purpose of providing feedback, work together to set up an expectation or a system for how you would like feedback to be delivered - hosting a retreat, a dinner or event, or a team meeting that is purely for getting to know people without any work-related business These things are certainly useful pre-conflict because they can help to create a strong foundation for navigating conflict and stress when it arises. But they can also be helpful at any stage.