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!

When Leadership Feels “Fine”… But Results Tell a Different Story

By Cathie Leimbach • January 13, 2026
Many leaders feel things are mostly on track. Goals are set. Meetings happen. People stay busy. On the surface, it all looks fine . But underneath, small cracks often tell a different story. You may notice work getting redone, decisions slowing down, or people quietly avoiding ownership. These aren’t just workflow problems. They’re leadership signals — and they’re easy to miss when everyone is moving fast. Leaders often believe they’ve been clear. They think people know what’s expected and who owns what. And they assume that if something was wrong, someone would speak up. But in real life, expectations get interpreted in different ways. Ownership can feel risky. And many people stay silent just to keep the peace. That gap between what leaders intend and what teams experience is where performance starts to slip. A few simple questions can help reveal what’s really going on: · Where is work quality lacking? · What decisions keep getting stuck? · Where do leaders step in instead of letting others own it? Start noticing those patterns. They point to exactly where stronger leadership can make the biggest difference. 👉 See what a 10–15% leadership shift could mean for your bottom line. View the Leadership ROI Chart .

Why Leadership Skills Matter More Than Ever in 2026

By Cathie Leimbach • January 6, 2026
People are essential to your business success—yet many organizations underestimate the return on leadership development. Payroll and benefits alone account for 15 to 60% of operating expenses for most companies. In industries with lower payroll percentages, the trade-off is often expensive equipment—but without well-trained people, even the best tools underperform. The truth is simple: mediocre employee skills produce mediocre business results. What’s often overlooked is where performance and engagement are truly shaped. Employees themselves only control about 30% of the factors that drive engagement and high performance. Leaders control the other 70%. Despite this, only 18% of organizations say their leaders are very effective at achieving business goals, even though 71% offer leadership training. Why the gap? Much of that training focuses on strategy or systems—not on people leadership skills that directly improve performance. When leaders do build those skills, the impact is powerful. Employees who feel supported give 57% more effort and are 87% less likely to leave. Organizations can see earnings increase by as much as 147%. In fact, leadership training delivers a $7 return for every $1 invested—more than double the return on technology investments. Since leadership capability is being touted as the most critical factor for organizational success in 2026, it’s worth asking: Which people leadership best practices have your managers truly adopted? What currently weak areas are the most important to strengthen this year? A short leadership quiz can surface strengths and growth areas that aren’t always obvious—especially when you take time to talk through what it reveals.