To de-escalate conflicts in a team setting, remain calm and composed, and employ active listening skills to understand the perspectives of all parties involved. Implement a "timeout" if necessary, to allow emotions to cool down, and then refocus the conversation on the issue at hand, avoiding personal attacks or blame. By addressing the root cause of the conflict and finding common ground, you can resolve the issue and restore a productive team dynamic.

To de-escalate high tension situations I find it useful to use a collaborative approach to conflict resolution. If the emotions are running too high I usually offer a period of time to allow a "cooling off" but I ensure we meet again to resolve the conflict. In resolution I prefer to use active listening techniques to allow them the space to be heard while attempting to ID the immediate problem tied to their frustration. Many times we express anger outbursts at work because we feel we are not being heard or "seen". Once we correctly ID the underlying issue, our next step is to focus the conversation on finding acceptable outcomes & creating a plan of action.

In high-stress team environments, emotional intelligence is key to managing aggression. Acknowledging the feelings of the aggressive team member can help de-escalate tension. It's also beneficial to establish ground rules for discussions beforehand, promoting a culture of respect and open communication, which can mitigate the likelihood of aggressive outbursts in the first place.

Stay composed: Your (Leader's) reaction sets the tone. Active listening: Understand their perspective without judgment. Validate their feelings: Acknowledge their emotions, even if you disagree. Find common ground: Look for areas of agreement to build trust. Seek a private setting: Address the issue away from the group to avoid escalation. P.S. Use the SIX Thinking Hats methodology or Five Whys to conclude the debate practically while being empathetic - after the tempers are cooled down.

Strong emotional responses such as aggression during a business meeting are misplaced and counter productive. They are more likely due to the discussion format than from the business topic. Perhaps someone is dominating the discussion, pressing too hard for their point of view or someone feels unheard. To correct in real time, describe the action in behavioural words: raising your voice, pacing, yelling. Own the emotion: feeling threatened, stiffled Consequence: no decision Resolution: clarify the cause and set ground rules for moving forward. To prevent this from happening, always establish discussion ground rules, including what to say and do if you feel those rules are not being followed.