I manage a small webcast production team of volunteers. On a purely technical level, I would rank them in the top 10% of teams in our niche.
Because we are small and volunteer, everyone has been trained to at least basic proficiency in each role. I try to keep a rotation of people through each role so that we stay in practice, and no single person's absence will cripple us. Any one team member can get a production to air, even if it isn't to our normal standards of quality.
Our productions are 98% live-to-stream. We work in close quarters, under heavy pressure. We have a strict understanding that the "Technical Director has full control of the production", and extended conversations should be saved for debrief.
I've spent five years building this team to its current level of proficiency, and don't want to see it get torn apart from the inside.
Recently, my two senior techs have started giving each other the cold shoulder. The mutual frustration is rising to the point where both have indirectly mentioned that they are considering leaving the team. While I could handle the loss of one, the loss of two senior techs would put me back in the position of rebuilding the team nearly from scratch.
What I think is happening is that under pressure one (or both) of these people go into "boss mode". In response, the other feels a need to assert their independence and refuses to acknowledge their input. The result is positive feedback in a high gain loop (place an open mic in front of the speaker).
How can I address this?