Conflict Resolution with Integrity

I used to avoid conflict at all costs, then I realized workplace conflict isn’t the problem. Avoiding it is. I saw firsthand how unresolved conflict could derail teams. Miscommunication turned into resentment, small issues escalated, and productivity suffered. But when handled correctly, those same conflicts became opportunities: building trust, strengthening teams, and driving better results. That’s where RESOLVE comes in: a clear, professional framework to turn workplace tension into teamwork. **Recognize the Conflict** - Identify the issue before it escalates. - Determine if it is a personality clash, miscommunication, or a deeper structural problem. - Acknowledge emotions while staying objective. **Engage in Active Listening** - Approach the conversation with curiosity, not judgment. - Let each party share their perspective without interruption. - Use reflective listening: paraphrase what you heard to confirm understanding. **Seek Common Ground** - Identify shared goals and interests. - Shift the focus from personal grievances to organizational objectives. - Find areas where alignment already exists to build rapport. **Outline the Issues Clearly** - Define the specific problems and their impact. - Differentiate between facts, perceptions, and emotions. - Keep the discussion solution-focused rather than blame-focused. **Look for Solutions Together** - Encourage collaboration in brainstorming possible resolutions. - Evaluate each solution based on feasibility, fairness, and alignment with company values. - Ensure all parties feel heard and that the resolution is practical. **Validate and Implement Agreements** - Confirm agreement on the resolution and next steps. - Establish clear expectations and accountability measures. - Follow up to ensure continued commitment and adjustment if needed. **Evaluate and Improve** - Reflect on what worked and what didn’t. - Seek feedback on the conflict resolution process. - Use lessons learned to improve communication and prevent future conflicts. This framework ensures professionalism, encourages collaboration, and fosters a healthy workplace culture where conflicts are addressed constructively rather than ignored or escalated. What's been your experience dealing with conflict? Comment below.

My Proven Framework for Handling Conflict at Amazon (Without Burning Bridges or Slowing Down Execution) Amazon wasn’t always smooth. Big personalities. High pressure. Conflicting priorities. I had to learn how to navigate conflict without derailing momentum. And here’s what I realized: Avoiding conflict doesn’t keep things calm. It just delays the blowup. Over 5.5 years, I developed a framework I used every time a conversation got tense, misalignment surfaced, or collaboration broke down. Here’s how I handled conflict without killing trust: 1/ Pause the swirl and name what’s actually happening ↳ “Can we pause for a second…I think we’re solving different problems.” ↳ Tension usually lives in misalignment, not malice 2/ Restate the shared goal out loud ↳ “We both want this launch to land clean and hit Q3 targets…let’s work backward from that.” ↳ Conflict shifts when you refocus on what unites you 3/ Acknowledge emotion, but lead with facts ↳ “I can tell we’re both frustrated. Let’s get specific about where the disconnect is.” ↳ Emotion is real…but clarity breaks the cycle 4/ Use “here’s what I’m seeing” instead of blame ↳ “Here’s how this is landing from my side” > “You keep dropping the ball” ↳ Perspective invites discussion. Accusation shuts it down. 5/ Walk out with a decision, not just a better feeling ↳ “So we’re aligned that X will happen by Friday, owned by Y…sound good?” ↳ Resolution means clear next steps, not just tension relief Handling conflict isn’t about being the loudest in the room. It’s about creating clarity when it’s most uncomfortable to do so. 📬 I write weekly about high-trust leadership, conflict resolution, and clarity under pressure in The Weekly Sync: 👉 https://lnkd.in/e6qAwEFc What’s one script you’ve used to de-escalate a tense moment?

When Self-Interest Overrides Cultural Integrity: A First Nations Perspective on Board Conflicts By Nicole Brown On Day Two of the AICD course, the topic of failing to act in good faith sparked necessary reflection — especially when applied to the realities of First Nations governance. The reminder that “boards decide if conflicts exist” and that directors must “disclose any material interests” becomes even more complex in our communities, where kinship, culture, and politics are deeply interwoven. Let’s be clear: perception matters. In fact, in First Nations communities, perception can be just as powerful as the facts. Even when a director believes they’re acting appropriately, if their actions are perceived as self-serving or exclusive, trust can be lost in an instant. And in small communities where decisions echo loudly, perception is reality. In a good light, perception can uphold integrity — when a board is transparent, inclusive, and actively declares conflicts, it builds confidence. When mob can see that decisions are being made fairly, it fosters cultural safety and strengthens the legitimacy of the leadership. This is the power of perception used well: reinforcing accountability through visible action. But in a bad light, perception can destroy credibility. If a board refuses to acknowledge or record conflicts of interest — or worse, doesn’t even have a conflict of interest register — it gives the impression of secrecy and favouritism. Directors may think they’re just “helping out family,” but when they influence decisions that benefit their personal networks, the perception is one of corruption, even if it’s not illegal. That damage is long-lasting. Let’s not forget: people naturally look after their own self-interest. But governance isn’t about instincts — it’s about discipline. It’s about putting the interests of the whole community above individual or family gain. It’s about doing the right thing, even when no one is watching — and especially when everyone is. That’s why boards must go beyond compliance and foster a culture of transparency. That means: ☑️ Actively maintaining a living conflict of interest register ☑️ Discussing perceived conflicts, not just actual ones ☑️ Creating space for culturally safe disclosures ☑️ Recognising that perception alone can undermine the board’s credibility In First Nations governance, acting in good faith is about more than rules. It’s about relationship, responsibility, and respect. Perception, when managed with integrity, can be a powerful ally — but when ignored, it becomes a quiet storm that erodes the very foundations we stand on.

𝗛𝗮𝗿𝗻𝗲𝘀𝘀𝗶𝗻𝗴 𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆 𝗳𝗼𝗿 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗥𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 𝗮𝘀 𝗮 𝗟𝗲𝗮𝗱𝗲𝗿 Conflict in the workplace is inevitable. But the way you handle it can make or break team dynamics. → Many leaders struggle to resolve conflicts. → They react defensively. → They prioritize being right over finding solutions. This approach often exacerbates issues and erodes trust. But there’s a powerful tool that’s often overlooked: Humility. Wondering why humility is so effective in conflict resolution? Here’s why: → It fosters open communication. → It builds trust and respect. → It shifts focus from blame to understanding. Here’s how you can use humility to enhance conflict resolution: 1️⃣ 𝗟𝗶𝘀𝘁𝗲𝗻 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗮𝗻𝗱 𝗘𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰𝗮𝗹𝗹𝘆: → Humble leaders truly listen. → They seek to understand, not just respond. → This approach makes team members feel heard and valued. 2️⃣ 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀: → Everyone makes mistakes, including leaders. → Admitting your errors shows you’re human and approachable. → It encourages others to be honest and open about their own mistakes. 3️⃣ 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝘁𝗵𝗲 𝗧𝗲𝗮𝗺 𝗢𝘃𝗲𝗿 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳: → Humble leaders put the team’s needs first. → They focus on finding solutions that benefit everyone, not just themselves. → This mindset fosters collaboration and mutual respect. 4️⃣ 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗗𝗶𝘀𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁𝘀 𝘄𝗶𝘁𝗵 𝗮𝗻 𝗢𝗽𝗲𝗻 𝗠𝗶𝗻𝗱: → Assume you don’t have all the answers. → Be willing to consider other perspectives and ideas. → This openness can lead to creative solutions and stronger team bonds. 5️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗮𝗻𝗱 𝗙𝗮𝗶𝗿𝗻𝗲𝘀𝘀: → Speak kindly, even during disagreements. → Show respect for different viewpoints. → This creates a safe environment where everyone feels comfortable contributing. 6️⃣ 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗲 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: → Encourage team members to share their thoughts. → Guide discussions toward understanding and resolution. → This helps to diffuse tension and build consensus. 7️⃣ 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗮𝗻𝗱 𝗟𝗲𝗮𝗿𝗻 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀𝗹𝘆: → After conflicts are resolved, take time to reflect on what you learned. → Use these insights to improve your conflict resolution skills. → This continuous learning helps you grow as a leader and strengthens your team. Using humility doesn’t mean being weak or indecisive. It’s about showing strength through understanding, patience, and the willingness to grow. In a world where leadership is often equated with authority and control, embracing humility sets you apart. It creates a foundation of trust, respect, and collaboration, leading to a more cohesive and productive team. Ready to embrace humility in your leadership approach? Start by listening, acknowledging, and valuing your team’s contributions. #Leadership #ConflictResolution #Humility #TeamBuilding #EffectiveCommunication #Respect

“Conflict resolution”? Not in Asia. To many Asian leaders, that phrase signals you’ve already failed. In much of Asia, “conflict resolution” isn’t a skill. It’s a signal you’ve already failed at something deeper. A financial services executive I coached in Hong Kong was losing top talent  until he realised his “address issues directly” approach was the actual source of tension. Western conflict playbooks often backfire in Asia: ❗“Let’s clear the air” → Creates public discomfort ❗“We need to talk about this” → Signals relationship breakdown ❗“I’m scheduling time to resolve our differences” → Formalises what could be handled subtly In Hong Kong and across much of Asia, elite leaders prevent labelled “conflicts” entirely. Through our coaching partnership, this executive mastered four invisible tension navigation techniques: 1️⃣ Anticipatory relationship building → He invested 30 minutes weekly with key stakeholders before any tensions emerged → 𝘙𝘦𝘴𝘶𝘭𝘵: 𝘞𝘩𝘦𝘯 𝘱𝘳𝘰𝘥𝘶𝘤𝘵𝘪𝘰𝘯 𝘪𝘴𝘴𝘶𝘦𝘴 𝘢𝘳𝘰𝘴𝘦, 𝘵𝘳𝘶𝘴𝘵 𝘳𝘦𝘴𝘦𝘳𝘷𝘦𝘴 𝘸𝘦𝘳𝘦 𝘢𝘭𝘳𝘦𝘢𝘥𝘺 𝘦𝘴𝘵𝘢𝘣𝘭𝘪𝘴𝘩𝘦𝘥 2️⃣ Third-party sensing → In Hong Kong, he identified trusted internal advisors who could surface concerns indirectly → 𝘙𝘦𝘴𝘶𝘭𝘵: 𝘋𝘪𝘴𝘤𝘰𝘷𝘦𝘳𝘦𝘥 𝘱𝘳𝘰𝘤𝘦𝘴𝘴 𝘧𝘳𝘶𝘴𝘵𝘳𝘢𝘵𝘪𝘰𝘯𝘴 𝘩𝘪𝘴 𝘵𝘦𝘢𝘮 𝘸𝘰𝘶𝘭𝘥 𝘯𝘦𝘷𝘦𝘳 𝘳𝘢𝘪𝘴𝘦 𝘪𝘯 𝘮𝘦𝘦𝘵𝘪𝘯𝘨𝘴 3️⃣ Private pre-alignment → He held brief one-on-ones before decisions, not after problems appeared → 𝘙𝘦𝘴𝘶𝘭𝘵: 𝘌𝘹𝘦𝘤𝘶𝘵𝘪𝘰𝘯 𝘴𝘱𝘦𝘦𝘥 𝘪𝘮𝘱𝘳𝘰𝘷𝘦𝘥 𝘴𝘪𝘨𝘯𝘪𝘧𝘪𝘤𝘢𝘯𝘵𝘭𝘺 𝘣𝘺 𝘦𝘭𝘪𝘮𝘪𝘯𝘢𝘵𝘪𝘯𝘨 𝘱𝘶𝘣𝘭𝘪𝘤 𝘥𝘪𝘴𝘢𝘨𝘳𝘦𝘦𝘮𝘦𝘯𝘵𝘴 4️⃣ Precise hypotheticals → Instead of “Why didn’t we hit targets?” he asked, “What if we adjusted our approach to [x]?” → 𝘙𝘦𝘴𝘶𝘭𝘵: 𝘛𝘦𝘢𝘮𝘴 𝘱𝘳𝘰𝘱𝘰𝘴𝘦𝘥 𝘴𝘰𝘭𝘶𝘵𝘪𝘰𝘯𝘴 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘥𝘦𝘧𝘦𝘯𝘴𝘪𝘷𝘦 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘦𝘴 The transformation took several months of experimentation and refinement. The outcome? ✅ Talent retention reversed ✅ Decision implementation accelerated ✅ Cross-functional collaboration flourished The strategic advantage: In Asia, conflict mastery isn’t about handling issues well. It’s about transforming friction into momentum — 𝘣𝘦𝘧𝘰𝘳𝘦 it becomes labelled as “conflict” at all. After all, trust is built primarily through relationships. And while approaches vary by country, the principle remains: 👉 𝘗𝘳𝘦𝘷𝘦𝘯𝘵, 𝘳𝘢𝘵𝘩𝘦𝘳 𝘵𝘩𝘢𝘯 𝘳𝘦𝘴𝘰𝘭𝘷𝘦. Is your instinct to “resolve” conflict actually igniting it? ♻️ Share with a leader navigating cross-cultural complexity. ➡️ Follow Josianne Robb (ICF PCC) for more like this

𝗚𝗿𝗲𝗮𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻'𝘁 𝗮𝘃𝗼𝗶𝗱 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁 - 𝘁𝗵𝗲𝘆 𝗿𝗲𝘀𝗼𝗹𝘃𝗲 𝗶𝘁 𝘄𝗶𝘁𝗵 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻. Ever been in a meeting where tension builds, voices rise, and suddenly, the room feels like a pressure cooker? I’ve seen leaders freeze, avoid, or worse - explode. Neither approach works. Early in my career, I learned that 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗶𝘀𝗻'𝘁 𝗮 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 - 𝗵𝗼𝘄 𝘄𝗲 𝗵𝗮𝗻𝗱𝗹𝗲 𝗶𝘁 𝗶𝘀. One particular moment stands out. Two high-performing team members were at odds over a process change. It wasn’t about the change itself - it was about feeling heard and respected. Instead of picking a side, I facilitated a conversation with intentional listening, challenging assumptions, and redirecting emotions into solutions. The result? A better process and a stronger team. 𝗖𝗼𝗻𝗰𝗲𝗿𝗻: Too many leaders avoid or mishandle conflict, creating long-term damage: → Unresolved issues fester, leading to resentment and disengagement → Innovation stalls because fear replaces honest debate → Productivity drops as energy is wasted on tension instead of solutions Left unchecked, conflict avoidance erodes accountability and team trust—both of which are essential for high performance. 𝗖𝗮𝘂𝘀𝗲: Why does this happen? → Many leaders weren’t taught how to navigate conflict - only to avoid it → Fear of damaging relationships keeps people silent → Lack of structured resolution tools makes leaders reactive instead of proactive The real issue? Conflict resolution isn’t about “winning” or avoiding discomfort. It’s about turning tension into traction. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗺𝗲𝗮𝘀𝘂𝗿𝗲: Effective leaders resolve conflict with intentionality by: → Listening before reacting - understanding the why behind the emotion → Asking powerful questions - shifting from debate to discussion → Separating emotion from issue - focusing on facts and solutions → Facilitating dialogue - ensuring every voice is heard Handled well, conflict drives innovation, strengthens relationships, and increases trust. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: When leaders lean into healthy conflict resolution, the impact is undeniable: → Teams solve problems faster and more effectively → Employees feel heard, increasing engagement and ownership → Organizations build cultures of trust, collaboration, and continuous improvement “Conflict isn’t the enemy of progress - silence is. Lead with courage, listen with intent, and turn tension into transformation.” 𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗴𝗼-𝘁𝗼 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗳𝗼𝗿 𝗿𝗲𝘀𝗼𝗹𝘃𝗶𝗻𝗴 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗱𝗲𝗺𝗼𝗿𝗮𝗹𝗶𝘇𝗶𝗻𝗴 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺? Looking forward to hearing your experiences! Wishing you a day filled with clarity, progress, and positive impact. Chris Clevenger #Leadership #ConflictResolution #Teamwork #Communication #Accountability

In the last major internal conflict I had, I stopped and thought: am I the first one to live this?! Hostility. Threats. Ah, and I was in the car on the way back from the hospital from giving birth. Nice welcome back 😂 Managers spend up to 40% of their time handling conflicts. This time drain highlights a critical business challenge. Yet when managed effectively, conflict becomes a catalyst for: ✅ Innovation ✅ Better decision-making ✅ Stronger relationships Here's the outcomes of my research. No: I wasn't the first one going through this ;) 3 Research-Backed Conflict Resolution Models: 1. The Thomas-Kilmann Conflict Model (TKI) Each style has its place in your conflict toolkit: - Competing → Crisis situations needing quick decisions - Collaborating → Complex problems requiring buy-in - Compromising → Temporary fixes under time pressure - Avoiding → Minor issues that will resolve naturally - Accommodating → When harmony matters more than the outcome 2. Harvard Negotiation Project's BATNA Best Alternative To a Negotiated Agreement - Know your walkaway position - Research all parties' alternatives - Strengthen your options - Negotiate from confidence, not fear 3. Circle of Conflict Model (Moore) Identify the root cause to choose your approach: - Value Conflicts → Find superordinate goals - Relationship Issues → Focus on communication - Data Conflicts → Agree on facts first - Structural Problems → Address system issues - Interest Conflicts → Look for mutual gains Pro Tips for Implementation: ⚡ Before the Conflict: - Map stakeholders - Document facts - Prepare your BATNA - Choose your timing ⚡ During Resolution: - Stay solution-focused - Use neutral language - Listen actively - Take reflection breaks ⚡ After Agreement: - Document decisions - Set review dates - Monitor progress - Acknowledge improvements Remember: Your conflict style should match the situation, not your comfort zone. Feels weird to send that follow up email. But do it: it's actually really crucial. And refrain yourself from putting a few bitter words here and there ;) You'll come out of it a stronger manager. As the saying goes "don't waste a good crisis"! 💡 What's your go-to conflict resolution approach? Has it evolved with experience? ♻️ Share this to empower a leader ➕ Follow Helene Guillaume Pabis for more ✉️ Newsletter: https://lnkd.in/dy3wzu9A

Interview Conversation Role: RTE in #SAFe framework Topic: Conflict Management 👴 Interviewer: "Imagine the Product Manager and System Architect disagree over feature priorities, with the PM focusing on customer needs and the Architect concerned about tech debt. As the RTE, how would you handle this?" 🧑 Candidate: "I’d remind them to focus on the PI objectives and find a middle ground." 👴 Interviewer: "Say this disagreement is slowing decision-making, impacting team alignment, and morale is dipping. What specific actions would you take to mediate?" 🧑 Candidate: "I’d encourage both of them to think about the project’s overall goals." What a skilled Release Train Engineer should say: ------------------------------------------------------ In cases like this, it’s crucial to foster open, constructive discussions without losing sight of both customer value and technical stability. 🌟 I’d start by facilitating a conversation with the PM and Architect to unpack their priorities and establish a shared understanding. 📅 In a similar situation, I scheduled a conflict-resolution workshop with both roles, focusing on ‘value vs. sustainability’ using the Economic Framework. 🏹 We assessed the impact of each priority on the PI objectives, assigning weights based on business and architectural needs. The workshop helped clarify the ROI of tech improvements and immediate features, allowing them to make informed trade-offs. 🛠 To make it concrete, we identified one high-priority feature to advance and a critical refactor for the next PI. By reaching a balanced decision, we addressed urgent customer needs while setting a feasible path for addressing tech debt. 🚩 Impact: This approach helped restore team alignment, fostered trust between the PM and Architect, and improved the ART’s overall efficiency. ✍ As an RTE, my role is to mediate these discussions by grounding decisions in shared values and structured prioritization, ensuring both immediate and long-term value are achieved.

Leaders often find themselves dealing with conflict weekly. Most of the time, when employees are not performing well, it's not just due to a lack of skill or motivation; it's often because they are having problems with their relationships at work. Managing conflicts at work can be challenging, but with the right approach, it can provide opportunities for growth and stronger team dynamics. Here are five actionable steps to skillfully manage conflicts and foster positive change this week: 1. Address the Issue Directly ↳Tackle conflicts head-on by discussing the issue as soon as it arises, preventing it from escalating. 2. Stay Calm and Listen Actively ↳Keep your emotions in check and focus on understanding the other person’s perspective without interrupting. 3. Find Common Ground ↳Identify shared goals and interests to build a foundation for resolving differences. 4. Communicate Clearly and Respectfully ↳Be transparent about your feelings and thoughts respectfully, and encourage others to do the same. 5. Seek Collaborative Solutions ↳Work together to find mutually beneficial resolutions, ensuring that everyone feels heard and valued. I hope that by adopting these strategies, you will be able to transform workplace conflicts into opportunities for collaboration and growth. ---- If you found this helpful, ♻️ share it with your network. 👉 Follow Mayowa Babalola, PhD, for more insights on actionable tips for daily work, leadership development, and AI integration in the workplace. #FutureProofYourLeadership #Leadership #WorkinginTeams #WorkplaceConflicts

“Just brush it under the carpet!” Do that, and you’ll see your organisation turn into an Ekta Kapoor TV serial, where everyone gossips about each other behind their back! Avoiding conflict might feel peaceful in the moment, but make no mistake... it builds frustration and creates invisible walls within the team, and that leads to gossip, groupism, politics, and at the end of it all, the business suffers. The right way to deal with conflict is to address it and have a mature conversation. Here’s how you do that: Step 1: Root Cause Analysis Dig deeper. Understand the situation. Ask each person why they feel the conflict started. The best way to do this is to use the ‘5 Whys’ technique. Ask “Why?” five times. Example: A & B are arguing over who’s at fault for a delayed project. Ask: 1) Why do you think the project got delayed? → B didn’t send the file on time. 2) Why didn’t B send the file on time? → The client delayed the project update. 3) Why was the update delayed? → Because C delayed the MVP delivery to the client. 4) Why did C delay it? → Because the timeline wasn’t documented, so everything was in the air. By the 4th “Why,” you realise: A & B are fighting over blame, but the real issue is the lack of a formal documentation process like CRM updates or email records. Step 2: Have a 1-on-1 Conversation Talk to each person privately. Just listen, without judgement. Listen not to respond, but to understand. This helps defuse emotions before the joint discussion. Step 3: Act as a Mediator Don’t be a ringmaster - be a mediator. Bring all parties together and facilitate the conversation. Don’t lecture or dictate. Focus on finding the solution, not figuring out who’s right. Step 4: Win-Win Solution Encourage them to find a resolution where all parties win, by solving the real problem together. Step 5: Action Steps & Follow-Up Close the conversation with clear next steps on the process and workflow going forward. Follow up after a few weeks to check if the solution is working. Share this with your network and help a business owner resolve team conflicts the right way.