Consider the following approaches:

Curiosity:

• Encourage team members to ask questions and seek to understand different perspectives before forming judgments. This can be done through regular brainstorming sessions where open-ended questions are welcomed.
• Implement training sessions focused on teaching employees to approach conflicts with the goal of understanding rather than defending their own positions.

Attitude:

• Foster a positive and open-minded attitude towards conflict resolution by promoting a culture that views conflicts as opportunities for growth and improvement rather than threats.
• Lead by example, with management demonstrating a calm and constructive approach to conflicts, showing that a positive attitude can help in finding mutually beneficial solutions.

Master Listening:

• Conduct workshops on active listening techniques, emphasizing the importance of fully understanding others before responding.
• Create spaces for regular, uninterrupted listening sessions where team members can share their concerns and ideas without fear of immediate criticism or interruption.

Connection:

• Build stronger interpersonal relationships within the team through team-building activities and social events that encourage trust and understanding.
• Ensure that all team members feel valued and understood by acknowledging their contributions and concerns.

Reframing:

• Train team members to reframe conflicts by looking at problems from different angles and finding positive aspects or opportunities within challenging situations.
• Encourage the use of constructive language that focuses on solutions rather than blame, helping to shift the focus from the problem to potential resolutions.