When leading a team, it is natural to offer feedback and suggestions to your members.

Because people come from different backgrounds and hold different mental models, you will sometimes end up in a deadlock:

you think there is no problem — they think there is one.

Continuing to push that conversation only makes things worse. It starts to feel like two kids arguing on a playground.

At that point, stop responding to the "feelings problem" directly.

Redirect instead — ask them to step into the other person's shoes. Turn the question back to them: "How would you see this if the roles were reversed? Setting aside the past, what would be a better way to handle this going forward?"

A lot of management issues are really philosophical questions, not clear-cut right-or-wrong ones.