Sua equipe está enfrentando conflitos. Como a escuta ativa pode levar a uma resolução bem-sucedida?

An effective leader always keeps the pulse of his/ her team under check. Behavioral & natures/ attitudes of each team member is mandatory to be known by a good leader. In my early military career as an officer, we were taught to know the names & service number of all troops by heart'. Knowledge of each team member is very important to gauge how the human mechanism works. Yes, active listening and allowing face time to all team members is of great value as it generates an environment of approval to be heard. It creates "approachability" and instils confidence of team in their leaders. This diffuses conflicts and restores good confidence among all team members. In leadership, misunderstandings reduce as entire team is well bonded/ knit close.

La connaissance de soi est un atout important et complémentaire à l'écoute active. En identifiant les différences dans les traits innés (ce que nous faisons naturellement, avec plaisir) entre 2 personnes, nous pouvons objectiver nos différences, les dépasser et les transmuter en force par la complémentarité.

Listening stems from respect, if you respect a teammate you will want their ideas and consider their perspective. That's a company culture issue. Create a culture of respect - from the CEO through management, all the way to the janitor.

One thing I’ve learnt is active listening is a crucial skill for successful conflict resolution in a team. Here are some ways it can help: 1. Clarifies issues: Active listening ensures that all parties understand the concerns and needs of each other, reducing misunderstandings. 2. Builds trust: When team members feel heard and understood, they're more likely to trust each other, creating a foundation for resolution. By incorporating active listening into conflict resolution, teams can resolve disputes more effectively, strengthen relationships, and improve overall collaboration.

It is important that the Manager listens actively 1:1 to each member. Understands the key issue and brings together the team to have an open discussion. It is important that the Manager becomes a bridge to bring in the resolution to the issue. During the open discussion, either the team will find the solution on their own or the manager shares the solution and let the team pick a solution which is acceptable to all.

Le consensus au sens "mettre tout le monde d'accord" n'est pas toujours atteignable ni désirable d'ailleurs (cela peut ressembler à l'eau tiède). J'aime bien les processus de consentement par objection où le principe est que personne n'aie d'objection factuelle et raisonnable à une proposition pour la voir adoptée. Ce n'est peut-être pas la meilleure mais personne n'est objectivement contre et cela permet d'avancer vite !

Manage the conversation with your team. Set up ground rules. 1- there needs to be a Leader, You, who calls on each individual to share. 2- Set up positive ground rules. A. All options are welcome B. There is no judgement on feedback C. Be respectful of your coworkers D. No personal judgements E. Focus on situations and ask that the team provide specific examples of a time when, what is important is observable and recount-situations. F. And agenda for the meet. G. As a leader or someone else in the letting is assigned to be a time keeper, after you set time for each person to share, the time keeper lets them know time is up. H. Gratefulness and praise. Thanks everyone for sharing and acknowledging it’s a conversation.