When tensions rise, it’s tempting to dig in and defend your position. However, real progress comes from identifying what you and the other person both care about. For example, instead of saying, "I told you my way would work better," you might say, "It looks like we both want the project to succeed—how can we combine our ideas for the best result?" This kind of language signals partnership rather than rivalry.

A helpful first step is to summarize where you already agree. You could use a phrase like, "We both agree that meeting the deadline is important, even if we have different ideas about how to get there." This not only validates the other person’s perspective but also sets a positive tone for the rest of the conversation.

Borrowed from improv, the "Yes, And" technique helps keep conversations constructive. Instead of negating the other person’s idea, you acknowledge it ("Yes") and then add your perspective ("And"). For example:
"Yes, I see how your approach could help us move faster, and I think we can also ensure quality by adding a quick review step."
This technique encourages collaboration and prevents the conversation from becoming adversarial.

Here’s a realistic example of how to align toward resolution using the "Yes, And" approach instead of getting stuck on being right:

• Natalie: I still think my approach would have saved us time, but it feels like we’re just going in circles about it.
• Jake: Yes, I see how your approach could help us move faster, and I think we can also ensure quality by adding a quick review step.
• Natalie: That makes sense. I want to make sure we don’t miss anything important.
• Jake: Absolutely. So, let’s try your method for the next sprint and add a review at the end. That way, we can see if it helps us meet the deadline and keep our standards high.
• Natalie: I like that plan. Thanks for working with me on this.

In this exchange, Jake uses the "Yes, And" technique to acknowledge Natalie’s idea and build on it, keeping the conversation collaborative and focused on a shared solution. Notice how this approach prevents the conversation from becoming adversarial and instead invites partnership.

Once you’ve established common ground, guide the conversation toward next steps. Propose solutions that incorporate both perspectives, such as, "What if we test your approach this week and review the results together?" If the discussion starts to circle back to old disagreements, gently redirect with, "Let’s focus on what we can do next, rather than rehashing what went wrong."

Instead of focusing on positions (what each person says they want), dig into interests (why they want it). Ask questions like:

• "What’s most important to you about this?"
• "What are you hoping to achieve?"
  By uncovering underlying interests, you can often find solutions that satisfy both parties.

Using clear, action-oriented language helps everyone leave with a sense of clarity and commitment. For instance, you might say, "Here’s where I think we agree so far," or, "How can we make sure both our concerns are addressed moving forward?" Outlining what each person will do next—"Let’s outline what we’ll each do before our next check-in"—ensures accountability and keeps momentum.

Mastering these skills will help you transform even the toughest disagreements into opportunities for progress and partnership. In the upcoming role-play, you’ll get to practice guiding a conversation toward resolution and shared action.