7 Steps for Resolving Conflict Effectively

Cathie Leimbach • April 19, 2022

We all know that every individual is unique. People have diverse goals, backgrounds, education, personalities, experiences, and personal preferences. So, it shouldn’t surprise us that we often disagree on what to do or how to do it. When disagreements arise, it is important to resolve them respectfully without succumbing to heated relationship-damaging conflict.  Differences of opinion and perspective arise frequently. When they become emotionally charged, we aren’t likely to think clearly or agree on productive solutions. Consider these 7 steps for resolving conflict respectfully.


1.      Find a safe and private place to talk.

Gather in a place where only those involved in the conflict are within earshot and view of the discussion. Avoid other people gossiping or making assumptions that will complicate conflict resolution and interpersonal relationships.

 

2.      Clarify what the conflict is.

What is the disagreement about?  Be clear on what you are trying to accomplish together. Write down the common goal where everyone can see it to remind yourselves of the desired end result of your work.

 

3.      Let everyone have their say and listen actively.

Uncover the needs or factors each person feels aren’t being met by the current direction or other people’s suggestions.  Ask open-ended questions of each other to learn all the perspectives. Restate what you thought you heard to determine if you really understand their thoughts and feelings or need further explanations.  Go around the room, giving each person a chance to be heard and understood without allowing any discussion on the merits of their ideas or concerns.  

 

4.      Determine possible ways to meet the common goal.

Now that you have clarity about the common goal and have truly heard everyone’s individual perspectives, list all the options anyone can think of to accomplish the goal. Withhold discussion about the merits of any option until all options suggested are captured on a whiteboard, flipchart, or screen.

 

5.      Select the best solution.

Identify the common elements in the options. List the pros and cons of each option on flipcharts so everyone can see them. Discuss which pros will be most impactful in achieving the goal and which cons will be most detrimental.  Determine which options everyone believes are strong enough to consider further.  Explore the merits and weaknesses of these in more depth. Ask questions of each other to increase everyone’s understanding of options still on the table. Then, have every person rank the options. Drop the options which nobody or few people rank first or second.  Check if anyone wishes further discussion and then ask each person which of the remaining options are their first and second choice. Discuss the impact of the differences in the options which receive lots of votes and then come to consensus or vote on which one to implement.

 

6.      Be clear on how the chosen solution will be implemented.

What steps will be taken by whom to move forward. Write down the steps, the responsible persons, and the deadline dates. Circulate this document to all involved.

 

7.      Evaluate progress and hold each other accountable to achieving the goal.

Determine when everyone involved will meet to share their progress and address the obstacles that are encountered. Ask for help when you run into a bottleneck. Continue to schedule progress review meetings until the goal is achieved. Once the goal is achieved, or along the way, discuss and write down lessons learned and strategies for reducing future conflicts.

 

Sometimes different perspectives can be understood, options considered, and the implementation plan drafted in an hour or less. In more difficult situations, it could take multiple meetings over several days. However, as long as everyone agrees on the goal to be achieved and the goal has a meaningful impact on the organization’s results, the time is well spent. The goal will be accomplished, people will feel respected, and the foundation will be laid for ongoing group trust, engagement, and results!

Which Behaviors Cause Frustrations at Your Workplace?

By Cathie Leimbach • September 9, 2025
Every workplace has its challenges. Some common behaviors create frustration for both leaders and team members. When these patterns show up, they can lower morale and productivity: Showing up late for meetings or shifts Calling in sick often Missing deadlines or forgetting important details Avoiding teamwork or refusing to help others Complaining without offering possible solutions Ignoring feedback or repeating the same mistakes  These behaviors can drain energy from the team. Yet, here’s the good news: people tend to show up differently when they feel valued and appreciated. When employees know their efforts matter, they’re more reliable, more engaged, and more willing to go the extra mile. Creating a culture of appreciation isn’t complicated—it starts with small, intentional actions. Leaders who show genuine care for their employees as people see better teamwork, stronger morale, and improved results for the organization. Want to learn how? Join us for a 30-minute webinar on Strengthening Your Culture - by Showing Appreciation in the Workplace on Monday, September 22, at 12:30 pm Eastern . You’ll leave with at least one simple action that will increase your employees’ willingness to contribute more at work.

Managing Anxiety During Unstable Times

By Cathie Leimbach • September 2, 2025
The past five years have brought many big changes. From world events to personal challenges, life feels less predictable than ever. This constant uncertainty affects our emotions and mental health both at home and at work. When everything feels unstable, it's normal to feel confused and frustrated. Sometimes we react in ways that don't help. Anxiety happens when we worry about what might go wrong in the future. Our minds race with "what if" thoughts, affecting us both physically and mentally. The good news is we can build emotional resilience to handle these tough times better. Here's how to start: Focus on what you can control: When something specific is making you worry, figure out what steps you can take to reduce negative outcomes. If you're stressed about being late to a meeting, set a reminder on your phone to leave with enough time to arrive 15 minutes early. If you're concerned about finishing a work project on time, schedule dedicated time on your calendar to work on it. If you realize you can't finish it alone, ask your boss if you can have more time or see if a coworker can help out. Take positive action: Instead of worrying about problems, do something small to make your situation better. Clean your workspace, call someone you care about, or take a short walk outside. Build stronger relationships: Reach out to family, friends, or coworkers. Have lunch together, share your worries with someone you trust, or simply check in on others. These connections help us feel less alone during hard times. When we work together and support each other, we can step back from fear and worry about situations we can't control. Remember, we can't control everything that happens, but we can control how we respond.