I will guide my coachee to explore their conflict and recognition styles, helping them gain insight into how these may influence team dynamics. I will also share my observations on how they use their strengths, encouraging reflection on how these could be leveraged more effectively. Together, we will explore possibilities for better alignment and co-create strategies to apply these insights to improve team productivity.

Mentioned below are three things I focus on through which I help my coachee gain clarity and understanding on how to handle conflicts effectively 1. Promote/ Implement "collaborative culture" to encourage team members focus on collective effort. 2. Place business objectives at the center so that team members align their inputs to it or validate against the same. 3. Put sharing by team members as nothing else but different perspectives and encourage acceptance of each other's ideas/ inputs in the larger benefit of the team and organisation.

I’d probably encourage my client to tackle the root cause of the conflict with an open, honest conversations. Refocusing the team on shared goals helps shift energy to what matters most. Leading by example sets the tone for the team. When the conflicts is resolved, the team can work together seamlessly, and productivity will thrive.

For a leader, managing team dynamics is very important! Effective team dynamics involve a balance of collaboration, communication, respect among team members. To manage team dynamics effectively, ensure 1. Clarity and expectation to the team about goals and objectives 2. Open communication 3. Identify and understand individual's strength and weaknesses 4. Address conflicts proactively 5. Encourage collaboration and lastly, 6. Timely feedback and recognition. Managing team dynamics is crucial as it impacts team's productivity, motivation , and the overall success.

- Prioritize the needs of the business. Everything else takes a back seat. - Meet with the team members one-to-one to make them feel heard and refocus them on the company's priorities. - Those not being productive in the long-term should be put on a performance plan.

What I found as a powerful method is to help them get into a “team coach mindset”- lean towards facilitation. Start by identify the root causes of conflicts. Are they stemming from unclear roles, communication breakdowns, or differing work styles? Next, work on developing their emotional intelligence. Help them to develop active listening and empathy techniques to foster understanding among team members. Encourage the implementation of structured conflict resolution processes. Communication and setting team norms is next. Help your coachee establish guidelines for respectful disagreement and collaboration. A leader's role is to guide, not dictate. Empower your coachee to facilitate solutions, not just impose them.

I will first the task in small parts and assign them to the person so that conflict is reduced.Once they start excelling in it then start amalgamating them and resolve the conflict thereby reducing it

I’d focus on developing their conflict resolution skills. This involves guiding them to understand the root causes of the conflict, such as differing communication styles, personality clashes, or unclear roles and responsibilities. I’d then equip them with practical tools and techniques for effective conflict resolution, such as active listening, empathy, and assertive communication. Additionally, I’d encourage them to foster a culture of open communication and psychological safety within the team, where team members feel comfortable expressing their concerns and perspectives without fear of retribution. By empowering the coachee with these strategies, they can effectively navigate team conflicts and enhance overall team productivity.