So during my time as team leader for our integrative project during my MBA, we had a team member who just wasn't meeting goals for the team, wasn't meeting objectives, wasn't pulling his weight, and he was struggling to keep up with the work that was assigned to us and his responsibilities as well. In order to address this issue, the first thing I did was to go sit with the team member one-on-one. My goal was to find out what the issue was, have an open, honest conversation with him, make sure I came off non-judgmental so he felt comfortable expressing his concerns to me. Then I went to speak with other members of the team, their concerns, and the issues they've been having with the team member as well. Following this discussion, I went ahead and sat everybody down and had everybody air their grievances. The point of this is to have clear communication. I don't enjoy groups where I feel like people are speaking behind each other's backs or there are issues going on underground. Once we did that, the main goal was then establish a line of open communication but also set a borderline. These are goals that we have to meet. At the bottom, we have this is what is required of us, this is what we must achieve, and then when you're struggling, what can you do? When you're struggling, where can you reach out to? How can we still achieve our goals by the required deadline? I felt like this helped me foster a relationship that was more positive. We were more cohesive as a team. We're very effective. We also became more efficient as well. In the end, we're able to adapt to the technique that I presented, which was sitting down to have a discussion, going ahead to set rules for ourselves, and then working on the rules as we go in identifying problems as well. This helped, obviously, improve our team dynamics but also reinforced my strength and belief in resolving conflicts and proactive approach to communication and empathy as well.