In order to avoid the serious consequences on your team, you as a leader need some tools to resolve conflicts quickly and effectively. Fortunately, there are a few different resolution models that can help you out at this point. Although one works better than the other, the models are not independent and must be used together to find a more effective way to overcome conflict.
Nonviolent communication
Applying nonviolent communication to your development team is one of the main methods of conflict management. Created by Marshall Rosenberg, the purpose of nonviolent communication is to find a common agreement between the opposing parties and not a compromise. In this approach, there is no one-sided solution. Instead, the manager facilitates conversation and encourages people to be open, but also to listen and listen to what the other person wants and needs. In this way, it is possible to find a way of solving that can please both sides.
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Rational approach
Another way to solve problems between team members is to use a rational approach. For this to be done in the best possible way, some attitudes such as: separating those involved from the problem, concentrating their action on the interests of those involved and not on their positions, learning to manage the emotions of the professionals and knowing how to give constant feedbacks, can help in the resolution internal conflicts.
Use power and authority wiselyAlthough authority is needed at certain times, and in every company, if exercised incorrectly, it can be the biggest source of conflict incidence. Leadership can be divided into two types: formal authority, given by someone you trust within the company, and informal, earned by the professional in your career.
Throughout this process it is important to ensure that, in both cases, good leadership, trust and responsibility are demonstrated so that the team trusts the leader and works together to minimize internal problems.