You've learned to distinguish between task and relationship conflict. But what happens when two team members are locked in a heated disagreement?

Your instinct might be to jump in with a solution. Here's why that backfires: imposed solutions create resentment and rarely stick.

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Ever "solved" a conflict only to watch it resurface later?

Instead of solving their conflict, your job is to facilitate their conversation. Think of yourself as a guide, not a judge.

When people feel heard and reach their own agreement, they're far more likely to follow through. Plus, they learn to resolve conflicts independently.

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Which sounds more sustainable: your solution or their solution?

Here's a simple five-step framework for mediating conflict: Set the Stage, Share Perspectives, Identify Interests, Generate Solutions, Agree on Action.

Each step has a specific purpose in moving from heated disagreement to collaborative problem-solving.

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Ready to learn how to guide others through difficult conversations?

Step 1: Set the Stage. Bring both people together in a private space. Establish ground rules: "We're here to understand each other and find a way forward. No interrupting, no personal attacks."

This creates psychological safety and structure. People can't collaborate when they feel threatened or chaotic.

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Why do you think ground rules matter so much?

Step 2: Share Perspectives. Let each person explain their view uninterrupted. Your job is to listen and reflect back what you hear: "Sarah, you're frustrated about missed deadlines. Tom, you feel the requests keep changing."

Don't judge or solve yet - just help them feel heard and understood.

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