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When a disagreement erupts between two people on your team, it might be tempting to jump in and impose a decision on them. Therefore, it’s better as a manager to rely on your mediation skills, not your authority. The first step of playing the role of mediator is to understand both of their positions – what one is claiming and the other rejecting, and their interests – why they are making and rejecting the claims. You can do this in a joint meeting with both parties or in separate meetings. decide whether to initially meet with the parties together or separately. Both approaches have pros and cons. The goal of the initial meeting is to have them leave with emotions abated and feeling respected by you, if not yet by each other. With that done, you then want to focus on getting their positions, interests, and priorities out on the table.