Assessing Conflict Worksheet

This worksheet will help you think about an existing conflict situation, determine whether to get involved, and if so, which tactic you’ll use to help resolve it.

Follow the Signs

Description of the Conflict

Who is involved in the conflict?

What do I know about the conflict? How did it start?

Signs of Escalation

Think about the emotions and behaviors of the parties involved in the conflict. Are there signs that the conflict is escalating? Check those you’ve observed and add any others:

Hanging on to own ideas.
More telling and less asking.
Discounting others’ ideas.
Having less tolerance for others’ differences.
Acting defensively.
Being reluctant to listen.
Placing blame.
Using a rising tone of voice.
Being resentful.
Being uncooperative. / Replacing common goals with personal goals.
Becoming angry.
Allowing relationships to deteriorate.
Experiencing a communication breakdown.
Showing signs of a power struggle.

Stages of Conflict

Based on the signs of escalation that you’ve observed, determine which stage the conflict is in and circle or place an X at that stage.

Resolution Tactics

Consider the statements under each resolution tactic and select the ones that apply to your conflict situation. The tactic with the most check marks indicates the approach you should consider.

Take No Action
Despite differences, people continue to make progress on goals.
There is little or no impact on productivity.
The people involved have the skills to resolve the conflict.
The people involved are willing to resolve the conflict. / Take Charge
Productivity and progress are at a standstill.
Morale, trust, and/or teamwork are extremely low.
Attempts to coach and to mediate have failed.
You’re concerned about others’ physical safety or emotional well-being.
Coach*
There is some negative impact on morale and working relationships.
At least one person seems willing and able to work out the situation.
The people involved have asked for your help in resolving the conflict.
The people involved have the ability to resolve the conflict but lack confidence. / Mediate*
There is a noticeable drop in productivity and a disruptive effect on morale and working relationships.
Communication is guarded or nonexistent.
The people involved have reached a stalemate and are struggling to work out the problem.
Prior resolution attempts by the people involved have failed, but they still want resolution.

*If you need to coach or mediate the conflict, you’ll want to consider holding a conflict resolution discussion. You can prepare for this discussion by using the Resolving Conflict Discussion Planner.

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