Now that you know how to start tough conversations and keep your cool, it’s time to dig a little deeper. When conflict pops up, what you see at first is usually just the tip of the iceberg. People might argue about missed deadlines, confusing messages, or who gets what resources—but there’s often something deeper going on underneath. If you only focus on the surface problem, you might fix things for a little while, but the same issues will probably come back again and again.

Think of yourself as a friendly detective, not someone trying to win an argument. Your goal is to understand what’s really bothering the other person—what they need, what they’re worried about, or what’s most important to them. When you get to the real heart of the issue, you can find solutions that actually last and help everyone feel heard and respected.

Curiosity is your superpower here. When you show that you truly want to understand the other person’s experience, it opens the door to honest conversations. People can tell if you’re just waiting for your turn to talk, so make sure your curiosity is real. For example, saying, "Help me understand what’s making this situation so frustrating for you," invites the other person to share what’s really going on. Compare that to, "You’re overreacting to a simple scheduling issue," which usually just shuts things down.

Here’s how curiosity can help you get to the real issue:

• Ryan: You keep changing our plans at the last minute. It’s really frustrating!
• Jessica: I can see you’re upset. What’s the hardest part about the changes for you?
• Ryan: It makes it tough for me to plan my own schedule. I feel like I can’t count on what we agree to. Honestly, it makes me feel like my time isn't being respected.
• Jessica: So it’s not just about the plans changing—it’s about feeling like your time and commitments matter?
• Ryan: Exactly. That’s what’s really bothering me.

Notice how Jessica's questions helped Ryan open up about what was really wrong. It wasn’t just about the changes—it was about feeling his time wasn't being respected.

Try to see things from the other person’s point of view. This doesn’t mean you have to agree with them, but it helps to understand why they feel the way they do. For example, if someone always wants to double-check details or write everything down, maybe they’ve had problems in the past when things weren’t clear. Their “strict” approach might actually be about wanting to feel safe and prepared, not about being difficult.

You can also “follow the thread” by asking simple, gentle questions that help you learn more. For example, if someone says, "This group project isn’t working," you could ask, "What’s not working for you?" Then, "How does that make things harder for you?" and finally, "What would help make it better?" Often, you’ll find the real problem isn’t just about the project itself, but maybe about feeling left out, confused about what to do, or not having enough support.

Uncovering the root issue is all about asking the right kinds of questions and really listening to the answers. Most conflicts are about needs that aren’t being met, but people don’t always say what they need directly. Instead, they might complain, make demands, or criticize. Try to distinguish between what someone says they want from the underlying needs that are truly important to them.

A helpful model here is the Ladder of Inference. This explains how people move from what they observe (facts) to what they believe and feel (conclusions), often without realizing it. In conflict, people usually react to their own assumptions or interpretations, not just the raw facts. By asking good questions, you can help both sides climb back down the ladder—moving from assumptions to actual observations and needs.

Here’s how you can use this approach:

1. Start with the facts: Ask questions that clarify what actually happened, not just how people feel about it.
   "Can you walk me through what happened from your perspective?"

2. Explore interpretations: Gently ask about the meaning or assumptions behind their reactions.
   "What did you take away from that conversation?"
   "What do you think was going on for the other person?"

3. Uncover feelings and needs: Help them name what’s really at stake for them.
   "How did that make you feel?"
   "What’s most important to you in this situation?"

For example, if someone says, "You never include me in decisions," you could ask, "What would being included mean for you?" or "How does it feel when you’re left out?" This helps everyone see what’s really at stake, like wanting respect or feeling secure.

Sometimes, conflict happens because people have different expectations or assumptions that they haven’t talked about. You can spot these “misalignments” by asking questions like, "When you say ‘collaborative approach,’ what does that look like to you?" or "What are your expectations for how we make decisions together?" These questions help clear up confusion and get everyone on the same page.

By using this step-by-step questioning, you help both sides move from surface-level complaints to the deeper needs and assumptions driving the conflict. This not only makes it easier to find lasting solutions, but also helps everyone feel heard and understood.

The way you ask questions matters. Closed questions (ones that can be answered with “yes” or “no”) can make people feel like they’re being grilled. Leading questions (ones that push for a certain answer) can make people defensive. Open-ended questions invite people to share more and help you understand their perspective.

Try swapping, "Don’t you think we should follow the process?" for, "What are your thoughts on how we should approach this?" Or instead of, "Why did you do that?" try, "What was going through your mind when you made that decision?" “What” and “how” questions usually feel less judgmental than “why” questions.

Make it safe for people to share. Let them know there are no wrong answers and that you’re genuinely interested in their perspective. You can say things like, "I’m really curious about how you see this," or, "Thank you for sharing that—can you tell me more?" If someone shares something personal or surprising, don’t rush to fix it or argue. Just listen and show appreciation for their honesty.

And don’t be afraid of a little silence after you ask a question. Sometimes, people need a moment to think. Waiting quietly shows respect and often leads to more thoughtful answers.

As you get ready for the next practice, remember: the more you practice these skills, the easier it gets to spot what’s really going on in a conflict. You’ll get better at asking the right questions, listening deeply, and finding solutions that work for everyone.