· Right perspective

The manager must have the right perspective towards conflict. He must not view the conflict as an evil. He must understand that it is just a difference of opinion and views. He must not think as something as a waste of time because dealing and solving the issues are very important to move ahead. The manager must look at it as a chance to learn something about managing teams and finding out about the issues of the team members.

· Frame discussions objectively

The manager must frame discussion among the team members and encourage each person to talk. When there is an effective conversation, the team themselves might find out the reason behind the conflict and resolve the misunderstanding. If not, the manager will understand both sides and it can be helpful to take the decision, which is not biased and is in the betterment of the organization.

· Active listener

The manager must be active listener and also encourage everyone else to be an active listener. You can’t find a solution unless you know the entire problem. So it’s important that the manager listens to his team member without interruption and mental judgements. He must ask each person clarifying questions and listen effectively to their answers and consider their answers in his decisions.

· Be empathic

The manager must be empathic and should be able to relate to the team members to understand why they are reacting the way they are. You must acknowledge their feelings and issues and make them feel supported and being heard.

· Accountability and transparency

If the manager is involved in the conflict, then he must be accountable for his actions and words. If he has caused an issue, he must own it and lead the team members by example. Also, the manager must be transparent with the decisions he makes. The team members must be assured that there is no biasedness in the decisions taken.

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