Answer:
Some situations that have been presented to me were lack of communication, lack of authority (of oneself) and disrespect among peers.
Explanation:
Some recommendations would be:
1) We must identify the personalities of our team members, know what motivates them, and what impact they have on the team.
Difficult people have to fit into one of the following categories:
The Rebel: That individual who does not respect neither hierarchies nor rules.
The "I am the only one who needs attention": That individual who likes to speak loudly and be noticed.
The shy: The guy who doesn't speak at all
El Parlanchín: He who distracts his companions, interrupts conversations and gets into any subject.
2) Emphasize in your meetings that each person is important and recognizes each person's work fairly. Many times teams become difficult because their needs are not met. Talk with them individually and avoid creating a sense of injustice because a collaborator thinks he is not given the recognition he deserves.
3) Many times conflicts emerge because people do not feel safe. As a good leader, you should create a security space and resolve conflicts focused not on who was to blame, but on how you can prevent a similar future incident.
