Your team is facing tension affecting project progress. How can you address it effectively?

Well, ignoring or downplaying the issue can only exacerbate the problem! Its important that the lead/manager establishes a culture where the team members feel safe to raise concerns without fear of judgment or reprisal.

Facilitar sesiones de reflexión y retroalimentación estructuradas puede ayudar a identificar patrones de comportamiento o comunicación que contribuyan a la discordia. Fomentar la transparencia y la apertura en las comunicaciones fortalece la confianza y promueve un ambiente donde los miembros del equipo se sientan valorados y escuchados. Implementar prácticas de resolución de conflictos efectivas, como la mediación neutral o la negociación colaborativa, puede transformar la tensión en oportunidades de aprendizaje y crecimiento para todos los involucrados. Al abordar las raíces del conflicto de manera proactiva y constructiva, se establecen las bases para un equipo más cohesionado y comprometido con los objetivos comunes.

Schedule regular team meetings where the members feel free to discus the concern depending on the urgency of the issues. Respect other's point of view.

¿Cómo identificar y abordar tensiones internas en un proyecto? Siempre, en comunicación, ayuda mostrar los problemas y soluciones, con metáforas. Las tensiones internas en una máquina ocurren cuando se ha bloqueado la forma de soltar el fluido que se expande. Una olla de presión tiene una vía de escape y un peso. Si se tapa, explota. Pero no queremos que los eventos lleguen a extremos y se debe identificar, primero, que estamos en esa situación de tensión interna. Segundo y antes que nada, hacer lo necesario para que alivie y pase la urgencia. Seguido, debemos identificar la causa raiz del cambio de actitud y percepción, con el equipo. Importa trabajar con todos los involucrados, así no tengan incidencia directa. Resolvemos... #comunicación

Tension can be caused by so many things, too many to list. Make sure your team is equipped with the inner skills to deal with overwhelm, stress, burnout, etc. It IS possible to have challenge without experiencing stress. That, in itself, will go a long way to reduce tension.

Implement changes with precision, similar to a genetic engineer modifying genes. Assess the root causes and introduce targeted interventions. Foster open communication, encourage empathy, and create feedback loops to adapt strategies dynamically. Promote interdisciplinary collaboration and ethical awareness to align team goals. Acknowledge individual perspectives and emphasize shared goals, fostering a culture where diverse ideas contribute to innovative problem-solving and cohesive teamwork. Approach the team as a complex adaptive system, ensuring every change is thoughtful and systematic to enhance harmony and productivity, nurturing an environment where tension transforms into constructive energy for project success

Put the agreed-upon solutions into action promptly. This might involve adjusting roles and responsibilities, improving communication channels, setting clearer expectations, or providing conflict resolution training.

Monitor progress regularly and ensure that the changes implemented are having the desired effect. Address any new issues promptly to prevent tensions from escalating again.

I try not to answer all of the above in these articles, but in this case, I think it’s important and you need a true combination of these to achieve success. You need to first understand the issues. Then acknowledge them. Then meet with people one off to brainstorm on what they think would help resolve the conflict(s). Then come back together as a group and determine a path forward collaboratively. Then implement any solution(s) you collectively came up with. Then follow up and check in with people to hold them accountable and ensure progress is being made.