Facilitate Productive Conversations with Our Tools for Resolving Conflict

Conflict in one form or another is inevitable in any workplace. Effective conflict resolution skills will increase productivity, allow your team to make better business decisions, and help you better manage risk. Below are 5 strategies to consider when resolving conflict in the workplace.

#1. Understand Misconceptions

The idea of conflict can generally make people uncomfortable. Organizations can benefit from reframing the way we look at conflict and recognize the value of it. We can also be quick to associate the word conflict with a large falling out or intense fighting when in many cases, conflict can be managed well and create productive conversations. Since conflict can happen to any group of people, it is important to have the skills and tools to effectively solve disagreements in the workplace.

#2. Set the tone by creating a safe environment

When there is a disagreement in the workplace, it can be useful to have some boundaries set in place to be prepared to address it. Conflict can cause emotions to run high, but the opposite can make finding a solution more effective. By neutralizing emotions and having everyone involved in the conflict agree that they wish to solve it, we create an environment where a win-win solution is achievable.

To further neutralize emotions, sometimes it can help to face them head-on. This means giving everyone time to vent and work through the feelings associated with the conflict. This can bring up the root causes of the conflict, and make for a better long-term resolution.

Setting ground rules can also create a safe environment for everyone involved in the conflict. Ground rules provide a framework to resolve conflict ethically and respectfully. Setting ground rules – whether detailed or minimalistic - at the beginning of any conflict resolution process keeps things fair and serves as a reminder to focus on the objective. For higher stakes conflict, a mediator can be helpful to enforce these rules for both parties. Some general examples of ground rules are:

• We will work together to achieve a mutually acceptable solution.
• We will respect each other as individuals, and therefore not engage in personal insults and attacks.
• We will listen to each other’s statements fully before responding.

Participants can use the ground rules throughout the conflict resolution process to monitor and modify their behaviors. Ground rules give participants a logical way of addressing emotional issues.

When setting the time and place for resolving a conflict, ensure you choose a quiet place all parties are equally comfortable in. Be sure to allow plenty of time to resolve the conflict so there is no rushing or pressure to come up with a solution. Minimize distractions if possible: turn cell phones off, and step away from computers. If you’re remote, agree on the right channel first: start in chat/email for logistics, but if emotions are rising or the topic is complex, move to a quick call or video meeting. If needed, bring in a neutral facilitator.

#3. Focus on Individual and Shared Needs to Get to the Root Cause

Establishing clear objectives for resolving a conflict brings both parties a chance to be on the same team and find common ground around the situation. Take time to allow each side to express their wants and needs, and use this to create a mutual understanding that will set the tone for the resolution process. Maintain a positive attitude through this to build trust and respect.

Many conflicts can start at surface level, making their objectives unclear. A helpful tactic to solve conflict long-term is to get to the root of the problem. 

One way to do this is through simple, curious investigation. This involves asking open questions that explore what happened, what mattered to the person, and what outcome they want—without putting them on the defensive. For example:

“I was very upset when Sharon vetoed my idea at the meeting.”
“What part of that felt most frustrating for you?”
“I felt that my idea had real value and she didn’t listen to what I had to say.”
“What makes that idea important to you—and what did you need from Sharon in that moment?”
“I want to feel heard and respected, especially because she’s been here longer than I have.”
“What would a good outcome look like next time so you both feel respected?”

This provides more context to the incident and exposes the root cause. Resolving this root cause will provide greater value and satisfaction. For more complex issues, parties involved in the conflict can consider developing a cause-and-effect diagram. This involves writing down the problem and working together to categorize and list causes from both perspectives. This gives everyone a clear map of what is happening in the conflict. 

#4. Find a Style That Suits the Conflict

Different types of conflicts require unique techniques to solve them. The five widely accepted styles of resolving conflict were developed by Kenneth Thomas and Ralph Kilmann. The significance and the stakes of the conflict can influence which style will be most productive. These are preference-based styles, not labels—people often blend them depending on the situation.

• Collaborating — Work together to create a true win-win solution. Best when the relationship matters, the issue is important, and you have time to explore options. Watch out: it can be slow, so set a clear time limit and decision deadline.
• Competing — Take a firm stand to reach a quick decision. Best in emergencies, safety or legal issues, or when an unpopular decision must be made fast. Watch out: it can damage trust, so use it sparingly and debrief afterward.
• Compromising — Each person gives up something to reach a middle-ground agreement. Best when time is limited and both parties have relatively equal power. Watch out: it can miss the root cause, so it’s not ideal when important needs must be fully met.
• Accommodating — One person prioritizes the other’s needs to preserve the relationship. Best when the issue is minor to you, you’re wrong, or the relationship is more important than the outcome. Watch out: repeated accommodating can create resentment.
• Avoiding — Delay or step away from the conflict for now. Best when emotions are high, the issue is minor, or you need more information before engaging. Watch out: avoiding is risky for recurring or high-impact issues because the problem usually returns.

By considering the severity of the conflict and the people involved, you can use a conflict style that is optimally productive and effective.

#5. Finding Your Solutions

Once you have a good handle on the nature of the conflict, it’s time for all parties in conflict to start generating some options for resolution. Don’t be afraid to use your creative problem-solving skills to suggest as many options as possible, this stage is about what you can do, not what you will do. Maintain a positive attitude through this brainstorming session to build mutual respect and consider the following:

• How do we not want this conflict to be resolved?
• How might others resolve this conflict?
• In an ideal world, how would this conflict be resolved?

Once you have a good list of options, look over the list, and perform some basic evaluation to narrow it down. Having set criteria for the needs and wants of everyone involved in the conflict can help you select a solution that best aligns with everyone’s priorities. Take your reduced list of options and identify the effort, payback, likelihood of success, and everyone’s preference towards each one. This leads to picking your solution and implementing it. This should narrow your options down enough to come up with an effective solution, or even combine options.

This should move into taking action. Your action plan ensures that the necessary steps are taken to resolve the conflict. Parties involved in the conflict should communicate at this time and work together to evaluate, re-examine, and adjust the action plan accordingly.

Conclusion

Conflict Resolution training will help your team solve disagreements productively, and even improve the organization as a whole by addressing important issues. Get started on implementing these strategies in your team with our Conflict Resolution Workshop, or learn more about the training materials we offer with a free course sample today!

Posted by Zachary Myers on January 23, 2026