Collaborative Approach To Conflict Resolution

An atmosphere charged with possibility, this isn’t how most people immediately describe a conflict situation. However, when reflecting on past experiences, we often recognize that the tension of conflict ultimately led to new possibilities.

The key question is: How do we get there?

Conflict as an Opportunity for Growth

As a leader, understanding where conflict fits in leading a team is essential. It’s not about avoiding conflict but developing the skills to navigate it effectively. A conflict-competent leader fosters trust, encourages open dialogue, and transforms disagreement into innovation.

Building Conflict Competency in Leadership

When Nina stepped into the role of CEO, she was stepping into more than just a job—she was stepping into a legacy. Her predecessor had led the organization for 18 years and was seen not just as a leader, but almost as a founder.

She had built the organization from the ground up, infused it with purpose, and successfully led a capital campaign that positioned the organization as a key player in the local community. The team was deeply attached to her, and understandably resistant to change.

Nina, with a pragmatic and professional approach, brought a very different leadership style.

She wasn’t trying to embody the organization, she was there to lead it forward. Her focus was on opening communication, breaking down silos, and building collaboration. But trust was low.

The most senior team member, both a friend and close ally of the former leader, struggled to adapt. Eventually, in a moment of tension, she left abruptly. The team was shaken and blamed Nina for the conflict.

It would have been easy for Nina to retreat, to smooth things over or avoid the discomfort. Instead, she stood steady. With the support of a coach, she confronted her feelings of guilt, fear, and vulnerability, and chose to lead through the conflict, not around it.

She held space for the team’s grief, confusion, and change fatigue. A year and a half later, trust has grown. Communication is more open. Engagement and innovation are flourishing.

By navigating the conflict instead of avoiding it, Nina showed her team something powerful: that it's okay for people to leave, to retire, to choose a different path, and that it's also safe to stay and grow through change, together.

Conflict competency is a skill set that leaders must intentionally develop. According to Reina, and Hudnut (Center for Creative Leadership Research Report),

the relevance of trust is no longer questioned. It is commonly understood that trust is the foundation of effective relationships leading to business results. The bottom line: teams do not perform well without trust.

Core Competencies of a Conflict-Competent Leader:

The time to prepare for disagreements is now, before they arise, before tensions escalate, and before emotional reactions take over.

For leaders, conflict isn’t an occasional inconvenience, it’s an inevitable part of working with diverse teams, where differing perspectives, priorities, and communication styles naturally intersect. The more people involved, the more complex team dynamics become, increasing the likelihood of disagreements.

Here are the competencies worth investing in:

Developing trust and trustworthiness
Creating frameworks for understanding conflict
Building awareness of physical and emotional responses to conflict
Enhancing emotional regulation in conflict situations
Supporting skillful communication

In highly creative, passionate, dedicated, cross-functional, and multicultural environments, conflict is not just possible but highly probable.

When conflict surfaces, physiological responses can be intense: the body’s stress response kicks in, cortisol levels spike, and the amygdala, the brain’s emotional center, can hijack rational thinking, making it harder to engage in thoughtful, solution-oriented dialogue.

A creative leader must go beyond traditional facilitation skills to cultivate a collaborative approach to conflict resolution.

This means developing emotional intelligence, fostering psychological safety, and equipping themselves with frameworks to turn disagreements into opportunities for innovation and growth.

Conflict, when approached with skill and intention, can lead to stronger relationships, deeper trust, and more sustainable solutions.

By proactively building conflict competency, leaders can ensure that disagreements become catalysts for progress rather than roadblocks to success.

Self-Awareness: The Foundation of Conflict Competency

A leader’s ability to navigate conflict starts with self-awareness, including:

Recognizing Strengths and how they influence conflict resolution approaches
Understanding personal conflict styles (e.g., the Thomas-Kilmann Conflict Mode Instrument)
Encouraging non-linear decision-making to promote creativity and alternative solutions
Focusing on long-term partnerships rather than viewing negotiations as one-time events

Taking a step back and understanding broader influences, such as cultural, societal, and personal factors, shapes one’s approach to leadership and conflict resolution.

By analyzing distinctive workplace conditions (e.g., team dynamics and underlying beliefs), leaders can tailor their conflict resolution strategies.

Transforming Conflict into Growth

Handled constructively, conflict can lead to:

Better communication – Clarifying expectations and needs
Deeper understanding – Strengthening empathy and relationships
Stronger bonds – Overcoming challenges together fosters trust and resilience

Howard Gruber’s research suggests that creativity thrives on conflict.

Gruber maintains that:

"Creativity requires conflict. Conflict can be a source of dissatisfaction with the status quo, and provide motivation to acknowledge and address problems."

Conflict challenges the status quo, driving individuals and teams toward innovation. A great example of this is NASA’s decision-making process, where teams debate their best ideas and pressure-test them through rigorous discussion. By challenging assumptions, NASA ensures that the strongest ideas survive.

Using CliftonStrengths to Navigate Disagreements

Gallup’s CliftonStrengths framework offers valuable insights into conflict resolution:

Maximizer – may naturally be focused on consensus-building around areas of greatest potential
Adaptability – may naturally encourage responsiveness in the moment and curiosity about possible outcomes
Empathy – may naturally create space for listening without necessarily agreeing but fully understanding others
Input – may naturally helps retrieve and present relevant information to find common ground

As a Gallup-Certified Strengths Coach, I help my clients discover their unique talents, empowering them to lead with confidence, especially through moments of conflict.

Feel free to contact me here!

Disagreement as an Honest Exchange

When two people disagree, they reveal more than just opposing views, they share deeper truths. Disagreement requires honesty. It takes courage to say, “I see it differently,” and vulnerability to hear it in return.

In creative environments, disagreement often fuels innovation. For example, in a brainstorming session, a team member might propose a safe but uninspired idea. If a colleague challenges it, it sparks deeper exploration and leads to a stronger solution.

Disagreement isn’t about conflict for conflict’s sake, it’s about pushing ideas forward.

Examples of the Power of Disagreement

Disagreement, when approached constructively, can be a catalyst for progress and innovation.

Here are some examples involving leaders who have harnessed the power of disagreement to effect positive change:

1. Christiana Figueres and the Paris Agreement

As the Executive Secretary of the UN Framework Convention on Climate Change, Christiana Figueres played a pivotal role in the negotiations leading to the 2015 Paris Agreement. The process involved reconciling conflicting positions from nearly 200 countries. Figueres encouraged open dialogue and embraced differing viewpoints, fostering an environment where disagreement could lead to consensus on climate action.

2. Ellen Johnson Sirleaf's Post-Conflict Leadership in Liberia

Ellen Johnson Sirleaf, Africa's first female head of state, led Liberia through post-conflict reconstruction. Her leadership involved addressing disagreements among various factions and promoting inclusive dialogue. By embracing differing perspectives, she facilitated national healing and democratic governance.

3. Women in Rwanda's Post-Genocide Government

Following the Rwandan genocide, women assumed significant roles in rebuilding the nation. Their increased participation in government led to progressive reforms and policies promoting gender equality. By engaging in political processes and embracing differing viewpoints, they contributed to national recovery and development. These examples demonstrate that when leaders engage with differing perspectives and navigate disagreements with empathy and determination, they can drive significant positive change in their societies.

How to Disagree with Courage and Civility

To transform disagreement into progress:

Listen to Understand, Not to Win – Approach disagreements with curiosity. Ask questions before defending your perspective
Stay Calm and Respectful – Keep conversations constructive by maintaining an open mind and respectful tone
Focus on Shared Goals – Identify common objectives to maintain collaboration rather than competition
Be Willing to Change – True dialogue requires an openness to evolving perspectives

The Way Forward

The world doesn’t need more echo chambers. It needs bold conversations where people from different backgrounds are willing to disagree, listen, and learn.

When embraced with courage and civility, disagreement sharpens thinking, strengthens relationships, and inspires transformational change.

As Mahatma Gandhi once said,

“Honest disagreement is often a good sign of progress.”

If you’re ready to become a more conflict-competent leader and explore how disagreement can be a tool for growth, I’d be delighted to support you.

Additional Collaborative Conflict Resolution Approaches

1. Adaptive Negotiation Model

Encourages situational flexibility and design thinking to co-create solutions
Uses empathy-driven dialogue to uncover stakeholders’ deeper interests
Employs hybrid strategies, balancing competition with cooperation

2. Restorative Negotiation Framework

Rooted in restorative justice principles to repair relationships
Focuses on narrative-based resolution where parties share perspectives
Uses third-party facilitation to create safe and constructive discussions

By integrating these approaches, leaders can navigate conflict with collaboration, creativity, and long-term vision.

Hi, I’m Monika, Strengths Coach, facilitator, social-profit organization leader, and photographer. I’m here to help you own your vision for meaningful growth and transformation, uncover your unique leadership strengths, and empower you and your team to thrive and create lasting impact. Passionate about driving change within, around, and beyond, I love supporting fellow change-makers on their journeys.