1. Recognize the early signs

Often conflicts lurk longer than you think. Colleagues avoiding each other, conversations becoming more awkward or an increase in cliques? These are signs that tension is at play. The longer you wait, the more difficult it becomes to resolve.

What can you do?

• Watch for changes in collaboration: do the same irritations keep arising or do colleagues avoid each other?
• Ask actively about the atmosphere in the team: during a meeting, ask the question, "How do you experience cooperation?" or "Are there things that could be better?"
• Don't wait, but name what you see: for example, say, "I have the idea that there is tension between you and [name of colleague]. Is that true?" This opens the conversation and prevents frustrations from piling up.

2. Discuss the conflict in the team

Many managers resolve conflicts one-on-one, but if the problem is broader, it is better to discuss it in the team. This only works if there are clear ground rules: respectful listening, letting each other talk and no blaming.

Leading a team discussion can be quite exciting. If you have little experience with this, an outside moderator can help to keep it on track.

💡 Tech Tip: With Cophi, you can analyze patterns in collaboration and see where disconnects or tensions are. No guesswork, but data-driven insights to improve collaborations. 🚀

3. Know the escalation ladder

Not every conflict starts big, but without intervention, a minor irritation can grow into a serious fight. Friedrich Glasl's escalation ladder shows how conflicts develop:

• Win-win (green): There are tensions, but there is still room for dialogue. This is the time to intervene.
• Win-lose (blue): Positions harden, distrust grows and parties engage in strategic action. An unaided solution becomes more difficult.
• Lose-lose (yellow): The conflict escalates completely and is more about harm than resolution.

What can you do?

• Identify what stage a conflict is in and act proactively.
• Address problems in the "green phase" yourself before they get worse.
• Don't be afraid to bring in an outside expert if necessary.

4. Build an open culture

There is no such thing as a conflict-free team. The difference is in how it is handled. A safe work culture, in which problems can be discussed, prevents tensions from escalating. This requires courage: the courage to enter into discussion, to be honest and to really hear each other.

What can you do?

• Encourage open feedback, such as with a monthly Start, Stop, Continue session.
• Offer training in conflict management for teams and leaders.

Courage makes teams stronger

Conflicts don't go away by themselves. Ignoring them often leads to bigger problems. Everyone in an organization has a role in identifying and discussing tensions. The earlier you intervene, the better. The key? Courage. Courage to have difficult conversations, to be honest and to really listen to each other.

Want to know more about this? In the podcast the Work Professor, we discuss Sylvia Prins' Peaceful Rebel methodology, which teaches organizations to move from conflict avoidance to courageous conversations. Listen to the episode and find out how to make your team more conflict-ready!