A Conflict Wheel (or Wheel of Conflict) is a visual analysis tool, often developed by Christopher Moore and Bernie Mayer, that maps out the various interconnected factors contributing to a dispute, helping mediators and individuals understand its root causes beyond just the surface issues, with common segments including Structures, History, Emotions, Values, and Data. It provides a framework to organize other conflict analysis tools and move from a chaotic situation to clarity by examining elements like resources, past experiences, feelings, and miscommunication.
Description: The conflict wheel is a “meta” conflict analysis tool, introducing the others tools. Each of the six sections of the wheel can be further ana- lysed using tools presented below (or references to other Tip Sheets). The Wheel gives a first over- view of a conflict, before analysing specific aspects.
There are four main stages of conflict, namely, latent stage, perceived stage, felt stage, and manifest stage. The aftermath is sometimes added as one of the stages, although it represents the events that occur after the conflict is over.
Conflict can be broken down into four types: interpersonal, intrapersonal, intergroup, and intragroup. These four types of conflict fit into two general fields: internal and external conflict.
The “5 Cs” approach to conflict resolution in the workplace involves five steps: Clear communication to express concerns, calmness to avoid escalation, clarification to understand all perspectives, collaboration to find common ground, and compromise to reach a solution.
When a disagreement comes up, each partner will take 5 minutes to speak while the other simply listens, and then they use the final five minutes to talk it through. “My job is to just listen, and then she'll listen and I'll talk for 5 minutes, and then we dialogue about it for the last five minutes,” Clarke says.
Conflict escalates when partners attack each other using the ABCs – “accusation, blame, and coercion.”
Listed below are 20 causes and solutions of conflict escalation in people management.
Alker, Gurr, and Rupesinghe distinguish between six phases:
The seven main types of conflict in literature are person versus person, person versus self, person versus nature, person versus technology, person versus supernatural, person versus fate, and person versus society. Can a story have more than one type of conflict? Yes, a story can have more than one type of conflict.
The 7 Stages of the Conflict Escalation Model
Each stage represents a level of escalation: Disagreement, Personalization, The Problem Grows, Communication Breaks Down, Enemy Images, Open Hostility, and Polarization.
4 steps to resolve Conflict: CARE
Conflicts arise most often when there is simply a matter of poor communication leading to a misunderstanding. There is no intentional fault on either side. Instead, there is unclear and incomplete messaging leading people to differing conclusions or expectations. Conflict also arises when there is a lack of planning.
The most commonly accepted model of the conflict process was developed by Kenneth Thomas (1976). This model, consists of four stages: (1) frustration, (2) conceptualization, (3) behavior, and (4) outcome.
A Conflict/Healing Circle is a facilitated process involving those who have caused low-level harm, those who have been harmed, and those there to support their peers. It is used as the next step when a Restorative Conversation has not been successful in addressing the low-level behaviour.
Conflict is serious disagreement and argument about something important. If two people or groups are in conflict, they have had a serious disagreement or argument and have not yet reached agreement.
The Four R's of conflict management are Recognize, Respond with Respect, Resolve, and Reflect. These steps guide students to foresee conflicts, respond thoughtfully, find solutions, and learn from the experience.
5 Types of Conflict
The 6 C's of conflict management are a set of principles that guide individuals towards effective resolution strategies. These principles include Communication, Comprehension, Compassion, Compromise, Collaboration, and Consistency.
Conflict often stems from deeper issues—not surface behaviours. Identifying root causes improves long-term solutions and reduces repeated conflict. Emotional triggers, communication breakdowns, and unmet expectations are common sources. Asking the right questions helps uncover the real problem.
How to Prevent Workplace Conflict: 6 Tried-and-Tested Strategies
Causes of Personality Conflict
Differing Communication Styles: Direct versus indirect approaches can lead to misunderstandings. Contrasting Values: Clashing beliefs about priorities, like work-life balance, fuel tension. Personality Traits: Opposing traits, such as assertiveness versus passivity, create friction.
Conflict Triangle tool is used in analyzing conflicts, developed by Yohan Galtung, a researcher specializing in peace. The triangle is comprised of 3 factors: stance, behavior, and context.
The Three C's—Collaboration, Compromise, and Communication—give you a simple game plan for fixing team tiffs. Collaboration: Let's all join forces, shall we? The aim is to find a solution where everyone walks away happy.
A trigger is an intense, emotional, negative reaction to something, whether it's words or actions. Triggers often stem from previous trauma or childhood experiences.