Jun 16, 2026 · 10 min · 6 segments
When it comes to conflict at work and in your team, do you fight? Do you flee? Or do you freeze? There’s something about conflict that taps into that primal part of us. In this episode, listener ‘M’…
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Hayley LewisHost
People got on, work was done and done well, but recently two team members have fallen out.
They aren't talking to each other and there's some passive aggressive behaviour such as accidentally on purpose forgetting to send information requested on time or inviting everyone else out for lunch but not the person they've fallen out with and it's leaking out to the rest of the team.
There's a bad vibe, whether we're in person, in the office or online on a team's call.
And I know I need to intervene and that the team is expecting me to do something about it.
So many managers find themselves in this kind of situation and they're just uncertain what to do.
The fact that you've taken the time to write in tells me you want to do something and really that's the first step.
Now, if we were in a coaching session, I'd ask you what advice you were hoping I'd give you.
Yes, yes, I know, responding to a question with a question, typical psychologist, but that might be a question you want to ponder.
So grab a notebook and a pen because I'm about to teach you a conflict resolution activity that I used as a manager and it's one that I've shared with other managers over the years.
People got on, work was done and done well, but recently two team members have fallen out.
They aren't talking to each other and there's some passive aggressive behaviour such as accidentally on purpose forgetting to send information requested on time or inviting everyone else out for lunch but not the person they've fallen out with and it's leaking out to the rest of the team.
There's a bad vibe, whether we're in person, in the office or online on a team's call.
And I know I need to intervene and that the team is expecting me to do something about it.
So many managers find themselves in this kind of situation and they're just uncertain what to do.
The fact that you've taken the time to write in tells me you want to do something and really that's the first step.
Now, if we were in a coaching session, I'd ask you what advice you were hoping I'd give you.
Yes, yes, I know, responding to a question with a question, typical psychologist, but that might be a question you want to ponder.
So grab a notebook and a pen because I'm about to teach you a conflict resolution activity that I used as a manager and it's one that I've shared with other managers over the years.
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