How would you address a situation where a team member feels undermined by a colleague's actions?

Addressing this situation requires empathy and clear communication. started by listening to the team member's concerns privately, acknowledging their feelings, and gathering context on the issue. Facilitate a respectful discussion between the individuals involved, allowing them to share perspectives and address misunderstandings. Reinforce team values like respect and collaboration, set expectations for future behavior, and monitor progress to ensure the matter is resolved. This approach fosters trust and maintains a supportive team dynamic.

First step is to facilitate a private conversation between the team members, encouraging honesty and empathy to understand each other’s perspectives and work towards a solution that fosters respect and cooperation. Second step is to address the situation by encouraging both individuals to share their concerns openly. Then, work together to establish mutual respect, trust, and clear communication to avoid future misunderstandings. Third step is to listen to the team member’s concerns, then discuss the issue with the colleague involved. And collaboratively identify solutions, ensuring both feel valued and supported moving forward.

Primero, escuche activamente al miembro afectado para comprender sus sentimientos y perspectiva, mostrando empatía y confidencialidad. Luego, dialogue con ambas partes implicadas, mediando de forma imparcial para aclarar malentendidos y fomentar un ambiente de respeto mutuo. Posteriormente, refuerce valores como la comunicación abierta y el trabajo en equipo, ofreciendo capacitaciones si es necesario. Asegúrese de realizar un seguimiento para prevenir conflictos similares y fortalecer un entorno laboral positivo y colaborativo.

To add to what has already been said, let's be a bit contrarian: 1) DON'T RUSH to mediate. Sometimes, situations like this give the "undermined person" opportunities to build resilience rather than being "rescued." Ask them: "What would happen if you addressed this directly?" 2) Consider the "underminer" MIGHT be right. Perhaps their actions expose genuine weaknesses that need addressing. Truth can feel undermining when it challenges our self-image. → That said, good points get lost when delivered poorly. Coach them if needed. 3) Assess if your team STRUCTURE creates unnecessary competition. If so, redesign workflows to REQUIRE collaboration rather than implementing superficial "team-building" that don't address structural problems.

Aristos Panteli, the Ultra Athlete, thrives on discipline—no room for internal chaos. Address it head-on—problems ignored become bigger problems. Get the facts—emotion clouds judgment, clarity cuts through noise. One-on-one first—let them voice concerns, show you’re listening. Mediation if needed—bring both parties in, realign on mutual goals. Reinforce team culture—collaboration over competition, respect over ego. Final rule: If they can't work together, they can’t work at all.

I would listen to the team member’s concerns and understand their feelings. Then, I would talk to both colleagues separately to hear their sides. After that, I would bring them together for a calm discussion to clear misunderstandings. I would encourage respect, teamwork, and clear communication to prevent future issues. If needed, I would set clear expectations to ensure a positive work environment.

Addressing this requires a balanced approach. First, listen to the team member’s concerns privately to understand their perspective. Encourage open communication and suggest addressing the colleague directly in a constructive manner. If needed, mediate a discussion where both parties express their views and find common ground. Reinforce a culture of respect, ensuring roles and contributions are acknowledged. If the issue persists, clarify expectations and responsibilities to prevent future conflicts. Leadership should foster collaboration, ensuring everyone feels valued and heard while keeping the focus on team success.

When a team member feels undermined, start by validating their experience. A simple, private “I can see this is bothering you—what’s been happening?” goes a long way. People need to feel heard before they can move past it. Ignoring emotions just fuels the fire.

1. Acknowledge the Concern Listen Actively: Meet with the team member who feels undermined in a private and safe space. Allow them to express their feelings and concerns without interruption. Validate Their Feelings: Acknowledge their emotions and assure them that their concerns are taken seriously. Avoid dismissing or minimizing their experience. 2. Gather Information Understand the Context: Ask for specific examples of the colleague’s actions that made them feel undermined. This helps clarify whether the behavior was intentional or unintentional. Seek Multiple Perspectives: If appropriate, discreetly gather input from other team members or observe interactions to gain a fuller picture of the situation.

My leader on duty came to me and requested to be demoted to regular staff due to feeling undermined by his colleague’s leader on duty. Here’s what I did to ensure he’s heard, more appreciated and regained his confidence back to stay in the position: 1. One on one session >>> It allowed him to be more opened and gave us a real time to truly know what’s the real issue. 2. Whole team meeting >>> Get it settled asap. Sense of urgency gave him assurance that we took the issue seriously and we put team’s comfort above else. 3. Fair treatment >>> We made sure the meeting was brought with real intention for the sake of teamwork, so put fairness at front and centre (this includes fair and enough time for team to speak and listen to each other)

dig into what’s really going on. Chat with the colleague involved...keep it low-key like “I’ve noticed some tension...what’s your side?” Missteps are often unintentional, but you won’t know without asking. Cross-check both perspectives to get the full picture.I’ve found a quick, neutral convo can reveal if it’s a one-off or a pattern.

Empathy, Transparency, Authenticity and Respect are key factors to ensure successful outcomes, mid and long term beyond addressing immediate issue.

Bring them together for a straight-up discussion. Set the tone with something like, “We’re a team how can we make this work for everyone?” /Clarity cuts through assumptions. Guide the convo, but let them own the solution.

If it’s more than a misunderstanding—like a power grab ..draw a line. Maybe it’s “Hey, we all pitch in, but no one overrides here,” or looping in a manager for structure. Clear rules keep it fair. I’ve had to reset expectations once or twice it’s tough but effective.

Let both of them know that you’ve got their backs. Could be coaching, resources, or just “I’m here if this flares up again.” Support builds trust and keeps the team humming. A little follow-up has saved me headaches later.