Como você resolve conflitos em sua equipe de desenvolvimento?

If you wait for a conflict to develop and then try to take time to identify the root cause you are already behind. Instead, try to exhibit the behaviors that will reduce overall tension early. Model a cool but firm approach toward estimates and insure that they are reasonable and have room for contingencies. Model the expectation that development be done at a sustainable pace. Start eliminating bad words from the lexicon. Try to keep testers, qa, etc. to never use the word fail. Dev's live in a black and white world. Something either compiles or it doesn't. Something passes the tests or doesn't. It doesn't help anyone to use language that calls attention to this. It may seem silly, but it makes a difference.

Identifying the root cause of the problem and nature of the issue is a good start and has proven to be the best step in resolving issues and this will help prevent wrong guesses.

The team needs to help the team as a whole make investments in the team. If someone wants to try something new and there isn't an overwhelming reason not to, then it should be allowed cautiously. There is somethings you can't do. If you are a Java shop then you can't rewrite everything in Python and switch to Python. On the other hand, if there is a real interest in AI on the team, some investment in some experimenting with AI is definitely a good thing and should be encouraged in a limited way. Model this, investing in the team's growth to non developer resources on the team. There can be a lot of resistance to this and they must understand why it is necessary.

Make sure that the SDLC items that require criticism say within the team. Code review should strictly take place within the team. Management should never be allowed in the room when code review, sprint retrospectives, training, backlog grooming, estimating, and coaching takes place. If candid assessments are allowed to take place at a safe time and at a safe place, many possible conflicts will never arise. Whenever, possible make the interactions between Dilbert, his friends, and the pointy haired manager be your case study on how not to interact. If you have never read Dilbert start immediately. Dilbert 101 is the best fundamental course on development team interactions.

I think experience gained over a period of time helps in avoiding the conflicts within the team by setting the correct process and expectations.

I think step 1 should be "Identifying and acknowledging a conflict". Many times conflict does not come across as an obvious fact but the symptoms are visible in the quality of work. For example: two developers do not get along due to personal grudges and are working on the same project. The integration of their work may show cracks and the root-cause of the problem diagnosed could be "more technical/functional training needed". Identifying and acknowledging a conflict will help the management to take the appropriate corrective steps.