Los miembros del equipo se enfrentan durante un evento en vivo. ¿Cómo va a lograr la armonía en los equipos de producción y operaciones?

One reason why teams clash on and during events is mostly when individuals don't fully understand their deliverables when to deliver and how... One of the best ways to cool things down is first to identify where it all began without victimizing any team member and understanding their point of view. This will not only help in coming up with a better solution but will even bring back the energy in the team when you all sit down and discuss responsibility of each team member and the tools of trade of achieving the goal at the moment.

I believe in identifying the root cause without pointing the finger at any one person or group of people. Then regroup the participants and reestablish the group norms and communication expectations for everyone. Spirited conversations will happen, but how we react as labor relations professionals (mediators) will set the tone for the participants in the group.

One reason why teams clash on and during events is mostly when individuals don't fully understand their deliverables when to deliver and how... One of the best ways to cool things down is first to identify where it all began without victimizing any team member and understanding their point of view. This will not only help in coming up with a better solution but will even bring back the energy in the team when you all sit down and discuss responsibility of each team member and the tools of trade of achieving the goal at the moment.

When team members clash during a live event, it's important to address the conflict swiftly by facilitating open communication and mediating the situation. Encourage both parties to express their concerns and work together to find a common ground or compromise. As a leader, promoting a collaborative environment and reinforcing the importance of teamwork will help restore harmony and ensure the event's success.

A word of caution: don't over-egg the debriefing or a lessons learnt catch-up. Sometimes people don't need too much reminding of what happened, or they may have very different perspectives and it can turn into a blame session if not handled well. Can it be a short survey sent instead and anonymised themed responses shared back out to the team? I have found this approach also allows those who are more reflective, internal thinkers the time to formulate their input rather than expecting them to come up with it on the spot.