Something I often remind people in similar situations, is that not every relationship is meant to (or CAN) be stronger. There are going to be times—and at 54yrs of age I can tell you it's a certainty, not a chance, where situations will have been better for recognizing that a relationship may not ever be stronger. We're becoming (in some ways) a society that needs everything to be absolute. Absolutely perfect or absolutely dismal. It's all right, or it's completely wrong. I would suggest we'd all be better for playing more in that grey space between the two. Welcome communication and understanding. Find commonality and appreciate differences. Grow from those, or resolve to move forward as things are. The reality of relationships.

Building stronger team relationships starts with fostering open communication and mutual respect. Encourage active listening, where each team member feels heard and understood. Facilitate regular check-ins where concerns can be discussed openly, and ensure everyone feels safe sharing their thoughts. Mediate conflicts by focusing on common goals and solutions, not blame. Encourage collaboration rather than competition, and celebrate team achievements to reinforce unity. As Patrick Lencioni says, “Teamwork remains the ultimate competitive advantage, both because it is so powerful and so rare.” By fostering trust and understanding, you create a more cohesive, high-performing team.

To rebuild your team relationships, facilitate a structured dialogue where each person shares their perspective using "I" statements. Identify common goals and co-create team norms . Schedule regular check-ins to address tensions early, and foster trust through low-stakes team activities.

When team members clash, I focus on open conversations and empathy. Creating space to understand each other's perspectives helps reduce tension. I also encourage collaboration on small tasks to rebuild trust. Strong relationships are built through consistent communication and mutual respect.

Every team members keep clashing atleast once in a while. Talk it out, set clear roles, laugh a little, and remind everyone you’re building together — not battling each other. Alignment > arguments! When our team clashed a few times, we realized it wasn’t about who’s right — it was about who’s not being heard. So we did three things that really helped: Grabbed chai and actually talked (like, face-to-face, not just on Slack) Made sure everyone knew who’s doing what — no guesswork Set one common goal we’re all chasing (not 5 people pulling in 5 directions) Turns out, most clashes aren’t personal — they’re just poor clarity and communication. A little empathy + alignment = smoother days and better builds.

Firstly, I will conduct one-on-one meetings with each team member. This will allow me to understand the root causes of their frustrations, communication gaps, or misunderstandings. Often, these issues stem from differences in work styles, unclear expectations, or personal stress and unless addressed early, they grow into open conflict. By identifying concerns at an individual level, I can handle them at the source, before they escalate. Secondly, I strongly believe that it is a manager's responsibility to understand each individual,not just their tasks, but their personalities, motivators, and communication preferences. Only then can I create a working environment where people collaborate effectively rather than clash.

Consistent clashes often point to deeper communication or alignment issues. I believe in addressing the root causes through open dialogue, setting shared goals, and encouraging mutual respect. Regular team-building and clarity in roles also go a long way in strengthening relationships.

When team members clash, focus on understanding, alignment, and growth—not just resolution. Here’s how 1. Uncover Root Causes - Hold 1:1s to listen without judgment. Is it work styles, miscommunication, or competing priorities? 2. Reconnect to Shared Goals - Remind the team of their common mission. Conflict often stems from losing sight of the "why." 3. Clarify Roles & Boundaries - Overlap breeds friction. Define responsibilities clearly (RACI charts help). 4. Foster Trust Through Small Wins - Assign collaborative tasks with quick wins to rebuild rapport. 5. Model Constructive Conflict - Show how to debate ideas, not people."I disagree, and here’s why" 6. Invest in Team Dynamics - Regular check-ins (e.g.,"What’s working?