I’ve found that clashes in the team often signal an underlying misalignment in goals. So, I bring everyone back to the project’s purpose. I ask each member, “How does your approach help us reach our goal?” Clashes disappear when the team remembers they’re all aiming for the same outcome.

- Address conflicts head-on: Organize a candid, neutral discussion to air out issues. Create space for each member to voice concerns—avoid taking sides. - Clarify roles: Ensure each team member knows their responsibilities. Role ambiguity often breeds conflict. - Reinforce the project goal: Shift focus back to shared objectives. Highlight the bigger picture and common interests. - Foster collaboration: Pair clashing members on smaller tasks to build trust and cooperation. - Set a firm timeline: Stress the importance of deadlines and accountability—remind them of the reputation stake. - Involve a senior figure: If clashes persist, loop in a respected authority to mediate.

To get the project back on track amid team member clashes, it’s important to first assess the situation by observing interactions and gathering insights from everyone involved. Creating an open environment for communication is key, so organizing a team meeting can help encourage respectful dialogue where everyone feels comfortable sharing their concerns. Clarifying roles and project goals can align efforts and reduce confusion. Establishing ground rules for communication and incorporating team-building activities can also strengthen relationships. Regular check-ins will keep an eye on progress, and ongoing feedback fosters a culture of openness, helping the team refocus on achieving project goals together.

Focus on the issue of the clashes. Is it task based - approach or solution? Is it department politics? Is it ego or personality? If it is related to the work, have a brainstorming session and arrive at a consensus. Get commitment on responsibilities and deliveries and let the teams execute. If it is politics, DO NOT GET INVOLVED. Merely highlight that failure to deliver will affect all. Usually this knocks reason into everyone and things fall into place. Use the same logic for ego clashes. If it doesn't work, have individual conversations with all concerned members that there's no place for ego in the organization.