Encourage team members to express their anger or frustration in terms of other people's behavior, rather than their personal character. In addition, remind people to use "I" language rather than "you" language. With "I" language, people describe the impact of another person's behavior on them.
For instance, suppose Sue is angry with Timothy for missing a deadline. In this case, it's more productive for her to say, "When you missed the deadline, I ended up finishing my part of the project late." If she instead told Timothy, "You clearly aren't committed to this project," he would almost certainly feel that she was attacking his character—and become defensive in response.