Recognizing the early signs of conflict is a skill that can transform your work relationships and team culture. In this unit, you’ll learn how to notice subtle shifts in behavior—often the first indicators that something is brewing beneath the surface. By catching these signals early, you can address issues before they grow, making your workplace more open, collaborative, and resilient.

Conflict rarely erupts without warning. It often begins with small changes in how people communicate or participate. For example, a teammate who usually shares ideas might suddenly become quiet in meetings, or someone might start using sarcasm where they once were direct. If you hear a comment like "Sure, whatever you say," from someone who’s typically engaged, that’s a sign worth noticing. Similarly, missed minor deadlines or a lack of enthusiasm can signal detachment or frustration. Other early red flags include:

• Short, one-word responses where someone was previously conversational.
• A noticeable drop in collaboration, such as not volunteering for tasks or avoiding group work.
• Repeatedly rescheduling or skipping regular check-ins or meetings.
• Hesitation or reluctance to give feedback or share opinions.
• Increased formality in communication, such as switching from casual chat to only using email.
• Subtle changes in tone, like sounding less friendly or more curt than usual.
• Avoiding eye contact or turning off the camera during virtual meetings.

These behaviors—withdrawal, sarcasm, disengagement, reduced collaboration, and changes in communication style—are all early red flags that tension may be building.

Once you spot a potential red flag, the next step is to invite dialogue in a way that feels safe and non-judgmental. The key is to show curiosity and care, not blame. Instead of saying "You’re always late with your work," you might try, "I’ve noticed a couple of deadlines have slipped recently—how are things going on your end?" This approach opens the door for honest conversation and helps uncover what’s really going on, rather than putting someone on the defensive. Even a simple one-liner like "I sensed some tension in our last meeting—want to talk about it?" can make a big difference.

Here’s a short dialogue that demonstrates these skills in action:

• Jessica: Hey Chris, I noticed you were pretty quiet in the last couple of meetings, which isn’t like you. Is everything okay?
• Chris: Honestly, I’ve been a bit frustrated. I feel like my ideas haven’t really been heard lately.
• Jessica: Thanks for sharing that. I really value your input, and I’m sorry if it’s felt overlooked. Would you be open to talking more about what’s been on your mind?
• Chris: I’d appreciate that. I just want to make sure my perspective is part of the conversation.

In this exchange, Jessica spots a subtle red flag—Chris’s unusual silence—and opens the conversation with care and curiosity. Notice how she avoids blame, acknowledges Chris’s feelings, and invites further dialogue. This approach helps surface issues early and keeps the relationship strong.

By practicing these skills, you’ll become more fluent in surfacing issues early and constructively. In the upcoming role-play session, you’ll get hands-on experience with spotting red flags and opening up these important conversations.