Further Notes On The Above Stages

Manifest Conflict

At this point, something happens to bring the conflict out in the open -- there's always an event. This is not bad -- better to bring the conflict out sooner so that things don't build up. It's the leader's responsibility to bring conflict into the open, although a leader might want to do this through communication rather than by creating a crisis.

Problem To Solve

This is the desired outcome, you want to turn the conflict into a problem to solve. This problem needs to be external to those involved in the conflict -- not "you need to turn your memos in on time" but "how do we meet deadlines in this office?" The leader can manipulate the communications path to help the conflict be expressed in this way.

Dispute

In this case, the problem is "you" or "him" or "her" -- it's internal to someone, not external to the team.

Help!

At this stage, the participants in the conflict look for advocates. The approach is not neutral, it's "help me deal with him!"

Fight/Flight

• Quit job
• End relationship
• Divorce
• Litigation

No Turning Back

This is the divorced spouses fighting even 20 years later, the former business partners who take every opportunity to speak ill of each other even after each has started three other companies.