Conflict can be considered as an expression of hostility (unfriendliness or opposition), negative attitudes, antagonism, aggression, rivalry and misunderstanding.

For conflict management it is firstly recommended to pay attention to dealing with the emotional part of communication.

• Be Proactive (react early)
• Observe
  • Body language
  • Facial expressions
  • Tone of voice
• ​Be Fair and Impartial
• Equalize participants when needed
• Avoid Assumptions (clarify statements)
• Be Patient
• Focus on behavior and events, not on personalities
• Focus on interests, not positions
• Be hard on the problems and soft on the people
• If you feel that you are not objective enough, involve an external moderator/mediator

• Speak to Team Members Individually
• Bring People Together
• Ask the Wider Team for Ideas
• Draw up a Plan
• Follow up

Force your opinion over others. When appropriate:

• To stop aggression
• As a last resort

Come to a mutually beneficial result.

Compromising looks for an expedient and mutually acceptable solution, which partially satisfies both parties.

The person does not address the conflict, sidesteps, postpones, or simply withdraws. When appropriate:

• When you need time to think and collect information before you act
• When you are unable to handle the conflict
• When it doesn't matter

Smoothing is accommodating the concerns of other people first of all, rather than one's own concerns (appeasement of the aggressor in the Second World War context).

Reframing is a way to capture what’s important to the speaker while leaving out what’s supposedly wrong with the other person.

• Resolving Team Conflict
• HOW TO RESOLVE CONFLICTS INSIDE A TEAM (Epam)