I don't like such questions. They are so broad, that any answer would sound useless without specifics. If I had to answer I would recommend organizing 1to1s with each person involved in the conflict. Ideally with someone this person trusts. You goal as a leader to find out the actual need of the person (remember Maslow's hierarchy of needs?). Not the need they are saying or showing. The ACTUAL need. That's pretty hard depending o person. Example:a constant conflicts during code review might signal, that one of developers needs recognition. Your action as a leader could be assigning an important task to them and highlight the results.

Restoring harmony and productivity after conflicts requires proactive leadership. Foster open dialogue, creating a space where team members can express concerns without fear. Align everyone with clear goals, emphasizing collaboration over division. Address issues directly, focusing on solutions rather than blame. Encourage empathy by promoting active listening and mutual understanding. Provide conflict resolution training to equip the team with tools for constructive discussions. Recognize and reinforce positive interactions, building a culture of respect. A united team thrives on trust, clear communication, and a shared commitment to success.

Conflicts come from expectation misalignment. First, we need to understand why people are getting conflicts. Was it because of unclear goals or subjective opinions? Once we understand the root causes of conflicts, we can tackle them one by one through open discussion. After that, we can create some positive processes as a guidance framework so that everyone can follow the agreed framework to work on something without bringing in subjective opinions. Conflict is not always bad. It is normal for everyone to hold their own opinion and it can foster innovation in the team if we handle them properly. People need to be open-minded and willing to listen to others with empathy. Empathy and Listening are the keys to resolving conflicts.

Establish a clear , transparent and objective decision making process that is clear to all. Establish clear roles and responsibilities with a RACI chart. Have the team meet and agree and commit to the decision process and roles and responsibilities, make sure everyone is heard and that everyone commits to the boundaries and decision making process so that in future, when the question is what direction to take, there is an objective process to do that, without anyone feeling overpowered, they can see a fair system. When the question is who will do it, there is a clear list of rules and responsibilities. The more objective and measurable the criteria the easier it will be moving forward,.

One of my recent projects at Zuraverse, "Verde," began with a major redesign at the start of development. We held an open discussion where all team members, including UI/UX and others, shared their ideas. Some suggestions were refined while others were set aside, ensuring every voice was heard without overstepping individual expertise. Later, varied ideas emerged during discussions on efficiency and enhancement of API and its deployment. Input from even non–dev ops members proved valuable. Through collective conversation, diverse perspectives were integrated to improve our workflow. This experience reaffirmed that open, inclusive dialogue is key to resolving conflicts and driving projects to success.