Resolve a Major Team Conflict (Documented)
6 weeks · 0 milestones
Facilitate resolution of a significant interpersonal or structural team conflict with documented outcome and follow-through.
Milestone map
Milestone map
3 milestones
When a significant team conflict arises — between team members, across teams, or between a team and leadership — conduct a structured diagnosis before attempting resolution. This means holding separate one-on-one conversations with each party, identifying the positions (what each party says they want), the underlying interests (why they want it), and the factual versus interpretive elements of the dispute. Document the diagnosis without judgement on any party, and identify the root causes that must be addressed for the conflict to actually be resolved.
Proof required
Submit the conflict diagnosis document (min 500 words, anonymised for the parties involved) covering positions, interests, factual vs interpretive elements, and identified root causes. A manager or HR partner must confirm the diagnosis was produced before resolution was attempted.
What gets checked
- Positions and interests are distinguished for each party — not treated as the same thing
- Factual and interpretive elements are separated — what is verifiable versus what is perception
- Diagnosis was produced before resolution was attempted — not retrospectively