Whether situations suddenly boil over or have been simmering for a while, conflict is evidence of system overload. Something is no longer working between two people, in a team or in larger areas. This can be very stressful for those involved – and also for their colleagues, employees and supervisors. It may even lead to performance failure in the organisation.

 

I advise the parties concerned and help them to agree an acceptable way forward to ensure a constructive working relationship for all involved. I think about all stakeholders – those affected, interested and involved. I consider the context and background that fostered the conflict and kept it going so that long-term improvements can be achieved.