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4 Simple Steps to Control Conflict

4 Simple Steps to Control Conflict

A step-by-step guide to handle workplace disrespect...

Justin Mecham
January 11, 2025

Hey Full Potential Zoners!

Conflict in the workplace isn’t optional - your response is.

Conflict is a given.

Your response is a choice.

Because conflict isn’t always about what’s said—

It’s about how you handle it.

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Workplace conflict costs companies $359 billion annually. (Source: WIFI TALENTS)

Why does handling conflict right matter?

✅ It builds clarity and trust.

✅ It protects relationships with healthy limits.

✅ It strengthens teams through respect.

When handled well, conflict becomes an opportunity to build understanding, strengthen communication, and show what real leadership looks like.

Today we are going to help leaders master this by using the:

‘Control Conflict - How to Handle Disrespect'.

Let’s dive in!

Download This PDF + My Top 24 Cheat Sheets From 2024 At Bottom of Email

Real Life Scenarios To Master

1. Assess the Situation

Scenario:
During a team brainstorming session, someone rolls their eyes when you share an idea.

What to Do:

Pause and evaluate the intent: Was it an unconscious reaction or a deliberate dismissal?
Decide whether it needs addressing immediately or later, depending on the situation's dynamics.

How to Handle It:

If it's a repeated behavior, address it after the meeting. Say, “I noticed your reaction during my input earlier—can we discuss any concerns you have about the idea?”
For a one-off, decide if it's worth bringing up or if you can let it slide to maintain focus on the meeting.

What to Say:

“I’d like to revisit the idea I shared earlier. Can you share your thoughts on it?”
“I noticed a reaction during my input. If there’s any feedback, I’d appreciate discussing it openly.”

2. Address Calmly

Scenario:
Your supervisor frequently interrupts you mid-sentence during discussions.

What to Do:

Stay calm and choose a private moment to address the pattern.
Focus on how interruptions impact communication and mutual understanding.

How to Handle It:

Speak to them one-on-one, starting with a neutral observation. For example: “I’ve noticed during our discussions, there are times when I get interrupted. I’d like to ensure I can fully share my input before moving forward.”
Propose a way forward that benefits both parties. Suggest using visual cues (like raising a hand) to indicate when you’d like to finish a point.

What to Say:

“I value how you engage in our discussions, but I’d appreciate being able to complete my thoughts before feedback is shared.”
“Can we agree on letting each other finish our points during meetings? I think it’ll help clarify our ideas better.”

3. Set Clear Boundaries

Scenario:
A colleague regularly monopolizes shared projects, making decisions without consulting the team.

What to Do:

Assertively but respectfully remind them of the collaborative nature of the project.
Reinforce the team’s agreed-upon roles and responsibilities.

How to Handle It:

Bring up the issue in a neutral tone during a project review session. Say, “I noticed some key decisions were made without team input. Let’s ensure we’re all aligned before making changes.”
If it continues, escalate the concern to a manager, emphasizing the importance of teamwork for the project’s success.

What to Say:

“I’d like to revisit some recent decisions to make sure they align with what we agreed as a team.”
“Moving forward, can we all agree to discuss key changes before implementation to keep the process collaborative?”

4. Know When to Walk Away

Scenario:
A client consistently uses condescending language during meetings, making it difficult to maintain a productive dialogue.

What to Do:

Decide if continuing the conversation is worth your time and energy or if disengaging preserves professionalism.
Document the behavior if it persists, ensuring there’s a record if further action is needed.

How to Handle It:

Politely but firmly end the conversation if it becomes unproductive. Say, “I appreciate your input, but I think we need to revisit this when we’re both in a better space to discuss solutions.”
Inform your supervisor if the behavior continues, outlining the impact on your work and the team’s progress.

What to Say:

“Thank you for your input. Let’s revisit this topic later to ensure we’re both aligned.”
“I believe this discussion is better handled in a different setting. I’ll follow up with proposed solutions shortly.”