An experienced team member performs well but frequently disagrees with the project manager and refuses to implement decisions; part of the team supports this behavior while others do not. What should the project manager do?

The correct answer is to understand what the team member wants and find possible opportunities to address it. This approach aligns with conflict resolution techniques that emphasize understanding underlying issues. The team member is experienced and performs well, suggesting their disagreement stems from a genuine concern or differing perspective, not incompetence. Addressing their concerns constructively can lead to a more collaborative environment and potentially uncover valuable insights. Conducting a performance review and setting goals might be too punitive given the team member's good performance, and it doesn't address the root cause of the disagreement. Removing existing ground rules and creating new ones to support the project manager is authoritarian and will likely worsen team morale and trust. Clarifying decisions and demanding compliance is also authoritarian and ignores the potential validity of the team member's concerns, which could lead to resentment and disengagement.