[c]

It is inevitable within a team that there will be, from time to time, some interpersonal difficulties. These may be between researchers, with and/or between administrative and support staff or with the Research Team Leader.

Often interpersonal difficulties will be resolved by the parties involved, but in some instances the Research Team Leader may be called upon to mediate difficulties and disagreements. Sometimes the Research Team Leader may become aware of an 'atmosphere' or bad feeling within a team, perhaps signalled by body language or communication style at a project meeting. In this case the Research Team Leader may need to speak to other team members in order to find out what the issue or problem is.

In order to try and resolve an interpersonal problem the staff involved need to try and take a step back from their emotions. The following provides a helpful checklist and could usefully be discussed with members of the research team.

To help resolve an interpersonal difficulty, try to:

• separate the person from the problem. Focusing on the problem will remove the emotional feelings around the person/people involved
• see the problem from the other person’s point of view. This may not be easy, but asking questions to clarify and really understand where they are coming from
• identify the key issues and concerns involved. This does not mean the views, but the real issues/concerns
• determine what results/outcomes would create a solution acceptable to both, or all, parties
• identify new options to achieve these solutions/outcomes. Keep in mind the problem not the person. Remember there will be a solution which presents a win for both, or all, parties.
  

Trying hard to create a 'win/win' solution where all parties feel that the outcome is to their advantage will strengthen team working relationships, result in more harmonious and productive team working and provide more creative solutions to problems.