To manage team-client conflict, I use these strategies: 1) Reverse Role Play – have both parties switch roles to foster empathy. 2) Co-Creation Workshops – collaborate creatively to solve issues. 3) Silent Reflection – allow time for written reflections before discussion. 4) Conflict as a Game – turn conflict into a friendly competition to find solutions. 5) Decentralized Decision-Making – give both teams autonomy to make decisions. 6) Third-Party Expertise – involve an external mediator for fresh perspectives.

Focus on the solution and find common ground. Show transparency on the implementation of the action plan to boost trust amongst stakeholders.

Open to both parties, focus on the project details not personal themself. Communicate then been resolved. It happens since people are engaging , take it easy.

Its a very rare scenario that the team and the client will clash. Its always a common goal for work accross tables. However, in these circumstances, one should chronologically do the best fit actions as per the work flow. 1. Its better to allow restricted information flow from top down to absorb the pressure. 2. Enforce segmented work delegation. 3. Re allocate some roles (Role Reversal) 4. Keep the best practices in focus. 5. Keep the stake holders updated with the daily rhetoric. 6. Analytics can be a great tool in this situation if used judiciously for fact finding, not fault finding. ...and lastly, 7. Positive communication flow between peers and stake holders...

I suggest we first do the discovery over the given subject. Define the purpose we want to meet. Plan what can be achieved, what not and what can be done as a workaround. Plan on the priority tasks timelines. Forecasting the timeline for other tasks. I think the above is a start which we can implement in our strategy to resolve such issues.