How should a leader handle conflict between two team members?

How should a leader handle conflict between two team members?

• A. Address promptly, listen to both sides, identify underlying interests, facilitate a fair resolution, and follow up
• B. Ignore the issue and hope it resolves itself
• C. Punish one side without hearing their perspective
• D. Escalate to higher command without attempting resolution

Answer: (A)

Effective conflict resolution in a team starts with timely intervention, listening to both sides, and guiding the discussion toward a fair, lasting solution. Addressing the issue promptly signals that the team operates with accountability and respect. By hearing each person’s perspective, you gather the facts and reduce miscommunication, which often fuels further conflict. Identifying underlying interests—the real needs behind what each person is saying—helps you craft a resolution that satisfies the core concerns rather than just addressing surface disagreements. Facilitating a fair resolution means keeping the discussion respectful, focused on solutions, and aimed at mutual gains rather than assigning blame. Following up after the agreement reinforces accountability and shows ongoing support, which helps prevent the issue from resurfacing. In contrast, ignoring the conflict allows resentment to grow; punishing one side without hearing them erodes trust and morale; and escalating to higher command without attempting to resolve the issue bypasses responsibility and misses a chance to build the team’s problem-solving capability.

Effective conflict resolution in a team starts with timely intervention, listening to both sides, and guiding the discussion toward a fair, lasting solution. Addressing the issue promptly signals that the team operates with accountability and respect. By hearing each person’s perspective, you gather the facts and reduce miscommunication, which often fuels further conflict. Identifying underlying interests—the real needs behind what each person is saying—helps you craft a resolution that satisfies the core concerns rather than just addressing surface disagreements.

Facilitating a fair resolution means keeping the discussion respectful, focused on solutions, and aimed at mutual gains rather than assigning blame. Following up after the agreement reinforces accountability and shows ongoing support, which helps prevent the issue from resurfacing. In contrast, ignoring the conflict allows resentment to grow; punishing one side without hearing them erodes trust and morale; and escalating to higher command without attempting to resolve the issue bypasses responsibility and misses a chance to build the team’s problem-solving capability.