{"id":11325,"date":"2022-06-04T22:15:48","date_gmt":"2022-06-04T20:15:48","guid":{"rendered":"https:\/\/consensus-solutions.org\/7-tips-for-quickly-de-escalating-conflicts-in-the-workplace\/"},"modified":"2025-02-08T16:59:35","modified_gmt":"2025-02-08T15:59:35","slug":"7-tips-for-quickly-de-escalating-conflicts-in-the-workplace","status":"publish","type":"post","link":"https:\/\/consensus-solutions.org\/en\/7-tips-for-quickly-de-escalating-conflicts-in-the-workplace\/","title":{"rendered":"7 tips for a quick de-escalation of conflicts in the workplace"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; background_color=&#8221;gcid-f9e8c5cf-b3c5-4af9-95ff-6e3c109792ee&#8221; custom_padding=&#8221;100px||30px||false|false&#8221; global_colors_info=&#8221;{%22gcid-f9e8c5cf-b3c5-4af9-95ff-6e3c109792ee%22:%91%22background_color%22%93}&#8221;][et_pb_row column_structure=&#8221;1_2,1_2&#8243; use_custom_gutter=&#8221;on&#8221; gutter_width=&#8221;3&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;1_2&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_image src=&#8221;@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9mZWF0dXJlZF9pbWFnZSIsInNldHRpbmdzIjp7ImVuYWJsZV9odG1sIjoib2ZmIn19@&#8221; _builder_version=&#8221;4.27.4&#8243; _dynamic_attributes=&#8221;src&#8221; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][\/et_pb_column][et_pb_column type=&#8221;1_2&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_post_title author=&#8221;off&#8221; date_format=&#8221;j. M Y&#8221; comments=&#8221;off&#8221; featured_image=&#8221;off&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; title_text_color=&#8221;gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77&#8243; meta_text_color=&#8221;gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77&#8243; global_colors_info=&#8221;{%22gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77%22:%91%22title_text_color%22,%22meta_text_color%22%93}&#8221;][\/et_pb_post_title][et_pb_text _builder_version=&#8221;4.27.4&#8243; _dynamic_attributes=&#8221;content&#8221; _module_preset=&#8221;5bd376d9-fe9d-465f-b2e7-91b2feedc186&#8243; background_layout=&#8221;dark&#8221; global_colors_info=&#8221;{}&#8221;]@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9leGNlcnB0Iiwic2V0dGluZ3MiOnsiYmVmb3JlIjoiIiwiYWZ0ZXIiOiIiLCJ3b3JkcyI6IiIsInJlYWRfbW9yZV9sYWJlbCI6IiIsImVuYWJsZV9odG1sIjoib2ZmIn19@[\/et_pb_text][pac_divi_table_of_contents title=&#8221;Inhaltsverzeichnis anzeigen&#8221; default_state=&#8221;closed&#8221; included_headings=&#8221;off|on|on|off|off|off&#8221; level_markers_1=&#8221;icons&#8221; icon_marker_1=&#8221;&#x45;||divi||400&#8243; level_markers_2=&#8221;icons&#8221; icon_marker_2=&#8221;&#x45;||divi||400&#8243; level_markers_3=&#8221;icons&#8221; icon_marker_3=&#8221;&#x45;||divi||400&#8243; indent_amount_2=&#8221;0px&#8221; title_container_padding=&#8221;15px|23px|15px|0px|false|false&#8221; title_container_bg_color=&#8221;RGBA(255,255,255,0)&#8221; open_icon_size=&#8221;24px&#8221; close_icon_size=&#8221;24px&#8221; body_area_height=&#8221;550px&#8221; body_area_scroll_color=&#8221;#ffffff&#8221; body_area_bg_color=&#8221;RGBA(255,255,255,0)&#8221; body_area_text_link_color=&#8221;#ffffff&#8221; body_area_text_link_underline=&#8221;#ffffff&#8221; body_area_text_link_underline_thickness=&#8221;0px&#8221; body_area_text_link_color_active=&#8221;#ffffff&#8221; body_area_text_link_underline_active=&#8221;#ffffff&#8221; body_area_text_link_active_underline_thickness=&#8221;0px&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; title_font_font=&#8221;|600|||||||&#8221; title_font_size=&#8221;18px&#8221; marker_all_text_color=&#8221;#ffffff&#8221; custom_margin=&#8221;50px||||false|false&#8221; border_width_top_title_container=&#8221;2px&#8221; border_color_top_title_container=&#8221;#ffffff&#8221; border_color_bottom_title_container=&#8221;#ffffff&#8221; global_module=&#8221;11205&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{%22gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77%22:%91%22open_icon_color%22,%22close_icon_color%22,%22body_area_scroll_color%22,%22body_area_text_link_color%22,%22body_area_text_link_underline%22,%22body_area_text_link_color_active%22,%22body_area_text_link_underline_active%22,%22marker_all_text_color%22,%22border_color_bottom_title_container%22,%22border_color_top_title_container%22,%22body_area_text_link_color__hover%22,%22body_area_text_link_color_active__hover%22%93}&#8221; body_area_text_link_color__hover_enabled=&#8221;on|hover&#8221; body_area_text_link_color__hover=&#8221;#ffffff&#8221; body_area_text_link_color_active__hover_enabled=&#8221;on|hover&#8221; body_area_text_link_color_active__hover=&#8221;#ffffff&#8221;][\/pac_divi_table_of_contents][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221;][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; max_width=&#8221;980px&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>A scientifically based guide for managers and executives<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;5bd376d9-fe9d-465f-b2e7-91b2feedc186&#8243; custom_margin=&#8221;||50px||false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p>Conflicts in the workplace often arise due to differing opinions, misunderstandings or unclear structures. It is essential for <strong>managers<\/strong> to defuse conflicts at an early stage before they escalate and affect collaboration or productivity. This article offers <strong>scientifically sound recommendations<\/strong> based on the work of Friedrich Glasl, Carl Rogers and other renowned conflict researchers.  <\/p>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>1. Keep calm and show neutrality<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: Remain calm in conflict situations and signal neutrality through body language and tone of voice. This calms the dynamic and prevents escalation. <\/li>\n<li><strong>Scientific background<\/strong>: Emotional escalation is often a reaction to uncertainty or perceived threats. In his <a href=\"#footnotes\">model of conflict escalation (2011)\u00b9<\/a>, Friedrich Glasl describes that conflicts can escalate into nine stages, with each escalation stage being characterized by more intense emotions. Managers who radiate calmness have a stabilizing effect and give those affected a sense of security.  <\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>2. Listening instead of judging<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: Allow all participants to describe their views without interrupting or judging them. Paraphrase what you have heard to ensure that you have understood everything correctly. <\/li>\n<li><strong>Scientific background<\/strong>: <a href=\"#footnotes\">Carl Rogers (1980)\u00b2<\/a> emphasizes that the need to be heard is deeply rooted in the human psyche. Active listening creates trust and appreciation. According to Glasl, empathic listening alone can clear up misunderstandings and reduce tensions in the early stages of escalation.  <\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_blurb title=&#8221;&quot;The need to be heard is deeply rooted in the human psyche.&quot;&#8221; image=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2025\/01\/Carl-Rogers2.jpg&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;febfe561-8b04-40f1-8787-a3ea05210f39&#8243; title_text=&#8221;Carl-Rogers2&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><em>&#8211; Carl Rogers<\/em><\/p>\n<p>[\/et_pb_blurb][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; custom_margin=&#8221;60px||15px||false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>3. Acknowledge the emotions<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: Show understanding for the emotions of those involved, e.g. by saying something like: &#8220;I understand that this is stressful for you.&#8221;<\/li>\n<li><strong>Scientific background<\/strong>: Emotional validation is a key factor in de-escalation. <a href=\"#footnotes\">According to Gross (2002)\u00b3<\/a>, naming and accepting feelings reduces the physiological stress response, as those affected can process their emotions better. <a href=\"#footnotes\">Glasl emphasizes\u2074<\/a> that emotional recognition can <strong>bring conflicts from the emotional to the factual level<\/strong>, which makes it easier to find a solution.<\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>4. Identify the root of the conflict<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: Ask specific questions to understand the underlying <strong>causes of the conflict<\/strong>, e.g: &#8220;What do you think is at the heart of the problem?&#8221;<\/li>\n<li><strong>Scientific background<\/strong>: Conflicts often have complex causes that can be traced back to different values or needs. <a href=\"#footnotes\">Glasl describes\u2075<\/a> that latent interests or unconscious desires can drive conflicts. <a href=\"#footnotes\">The Harvard concept by Fisher, Ury and Patton (1991)\u2076<\/a> therefore recommends distinguishing between external positions (demands) and internal interests (needs).<\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h3>The 9 escalation stages according to Friedrich Glasl<\/h3>\n<p>[\/et_pb_text][et_pb_image src=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2025\/01\/Eskalationsstufen-nach-Glasl.png&#8221; title_text=&#8221;Escalation stages according to Glasl&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><em>Source\/Copyright: <a href=\"https:\/\/blog.hubspot.de\/service\/eskalationsstufen\" target=\"_blank\" rel=\"noopener\">HubSpot Blog<\/a><\/em><\/p>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>5. Remain solution-oriented<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: Steer the discussion towards possible solutions and avoid apportioning blame. Ask: &#8220;How can we find a solution together?&#8221; <\/li>\n<li><strong>Scientific background<\/strong>: Blame reinforces conflicts as it encourages defensive behavior. <a href=\"#footnotes\">According to systemic conflict research (Schlippe &amp; Schweitzer, 2021)\u2077<\/a>, a solution-oriented attitude creates a constructive atmosphere that favors cooperative thinking.<\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>6. Set boundaries<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: If conversations get out of hand, set clear rules, e.g: &#8220;I ask you to let the other person finish.&#8221;<\/li>\n<li><strong>Scientific background<\/strong>: <a href=\"#footnotes\">Glasl emphasizes\u2078<\/a> that clear structures and boundaries are necessary to prevent escalation. Without guidance, escalation intensifies as those involved can behave uninhibitedly. <\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_blurb title=&#8221;&quot;Clear rules provide orientation in chaotic conflict situations.&quot;&#8221; image=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2025\/01\/Andrea_Hartmann-Piraudeau.jpg&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;febfe561-8b04-40f1-8787-a3ea05210f39&#8243; title_text=&#8221;Andrea_Hartmann-Piraudeau&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{%22gcid-primary-color%22:%91%22header_text_color%22%93}&#8221;]<\/p>\n<p><em>&#8211; Dr. Andrea Hartmann-Piraudeau<\/em><\/p>\n<p>[\/et_pb_blurb][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; custom_margin=&#8221;60px||15px||false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>7. Ensure tracking<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<ul>\n<li><strong>Recommended action<\/strong>: Check regularly whether agreed measures are being implemented. Plan follow-up meetings. <\/li>\n<li><strong>Scientific background<\/strong>: A resolved conflict often requires reworking in order to consolidate the solution. According to Glasl, this is the step of integration. <a href=\"#footnotes\">Studies in organizational psychology (Tjosvold, 2008)\u2079<\/a> show that regular debriefings <strong>build trust and reduce the likelihood of renewed conflict.<\/strong> <\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Conclusion: Conflicts as an opportunity for further development<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; global_colors_info=&#8221;{}&#8221;]Conflict is not a threat, but an opportunity to strengthen relationships and improve processes. Managers who master these techniques promote a working environment in which conflicts can be transformed into productive energy.[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;0e36318a-ccfe-43e5-88cb-2a75eb416226&#8243; background_color=&#8221;gcid-9ae488de-6870-4190-aa1e-5c0d0dd4a117&#8243; background_image=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2024\/05\/Hintergrund-Banner-CTA-Sektion.png&#8221; background_size=&#8221;contain&#8221; background_position=&#8221;center_right&#8221; background_blend=&#8221;darken&#8221; background_last_edited=&#8221;on|phone&#8221; background_image_tablet=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2024\/05\/Hintergrund-Banner-CTA-Sektion.png&#8221; background_image_phone=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2024\/05\/Hintergrund-Banner-CTA-Sektion.png&#8221; background_enable_image_tablet=&#8221;on&#8221; background_enable_image_phone=&#8221;on&#8221; background_size_tablet=&#8221;cover&#8221; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{%22gcid-9ae488de-6870-4190-aa1e-5c0d0dd4a117%22:%91%22background_color%22%93}&#8221;][et_pb_row column_structure=&#8221;2_3,1_3&#8243; _builder_version=&#8221;4.25.0&#8243; _module_preset=&#8221;default&#8221; custom_css_main_element=&#8221;align-items:center;&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;2_3&#8243; _builder_version=&#8221;4.24.0&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; background_layout=&#8221;dark&#8221; max_width=&#8221;680px&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Are you ready to turn conflicts into productive opportunities?<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; background_layout=&#8221;dark&#8221; max_width=&#8221;650px&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]Find out more about customized training and workshops for conflict de-escalation and conflict management in your company.<\/p>\n<p>Contact us now and let&#8217;s create a culture of collaboration together![\/et_pb_text][\/et_pb_column][et_pb_column type=&#8221;1_3&#8243; _builder_version=&#8221;4.24.0&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_button button_url=&#8221;#contact&#8221; button_text=&#8221;Contact us&#8221; button_alignment=&#8221;right&#8221; button_alignment_tablet=&#8221;left&#8221; button_alignment_phone=&#8221;&#8221; button_alignment_last_edited=&#8221;on|phone&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;0c555896-726d-4eed-b556-f8ae16a113c2&#8243; button_text_color=&#8221;gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77&#8243; custom_margin=&#8221;8px||||false|false&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{%22gcid-bab24b5b-039b-4a1f-8fe9-5ab3dac980cd%22:%91%22button_bg_color%22,%22button_bg_color%22%93,%22gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77%22:%91%22button_text_color%22,%22button_text_color%22%93}&#8221;][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=&#8221;1&#8243; module_id=&#8221;footnotes&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Sources<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]1: Glasl, F. (2011).  <em>Conflict management. A handbook for managers, consultants and advisors <\/em>. 10th edition. Stuttgart: Haupt Verlag.  <\/p>\n<p>2: Rogers, C. R. (1980). <em>A Way of Being<\/em>. Boston: Houghton Mifflin.<br \/>\nGlasl, F. (2011). <em>Conflict Management<\/em>. Stuttgart: Haupt Verlag.  <\/p>\n<p>3: Gross, J. J. (2002). Emotion Regulation: Affective, Cognitive, and Social Consequences. <em>Psychophysiology, 39<\/em>(3), 281-291. <\/p>\n<p>4 &amp; 5 &amp; 8: Glasl, F. (2011). <em>Conflict management<\/em>. Stuttgart: Haupt Verlag. <\/p>\n<p>6: Fisher, R., Ury, W., &amp; Patton, B. (1991). <em>Getting to Yes: Negotiating Agreement Without Giving In<\/em>. New York: Penguin Books. <\/p>\n<p>7: Schlippe, A. v., &amp; Schweitzer, J. (2021). <em>Textbook of systemic therapy and counseling<\/em>. G\u00f6ttingen: Vandenhoeck &amp; Ruprecht. <\/p>\n<p>9: Tjosvold, D. (2008). The Conflict-Positive Organization: It Depends Upon Us. <em>Journal of Organizational Behavior, 29<\/em>(1), 19-28.[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=&#8221;1&#8243; module_id=&#8221;contact&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;0e36318a-ccfe-43e5-88cb-2a75eb416226&#8243; background_color=&#8221;gcid-563b020b-1f20-4b95-aa66-55d6885ae09b&#8221; background_image=&#8221;https:\/\/consensus-solutions.org\/wp-content\/uploads\/2024\/03\/consensus_signet.svg&#8221; background_enable_image=&#8221;off&#8221; background_size=&#8221;contain&#8221; background_position=&#8221;center_right&#8221; custom_margin=&#8221;||-30px||false|false&#8221; custom_padding=&#8221;60px||0px||false|false&#8221; global_module=&#8221;328&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{%22gcid-563b020b-1f20-4b95-aa66-55d6885ae09b%22:%91%22background_color%22%93}&#8221;][et_pb_row column_structure=&#8221;1_2,1_2&#8243; _builder_version=&#8221;4.25.2&#8243; _module_preset=&#8221;default&#8221; z_index=&#8221;500&#8243; custom_padding=&#8221;||0px||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;1_2&#8243; _builder_version=&#8221;4.19.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.0&#8243; _module_preset=&#8221;80a29b40-b8bf-49ad-abed-45fb85884465&#8243; background_layout=&#8221;dark&#8221; global_module=&#8221;3297&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Wie k\u00f6nnen wir Sie unterst\u00fctzen?<\/h2>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.25.1&#8243; _module_preset=&#8221;1a12a47d-c07a-4f28-a800-ed83987d6e47&#8243; background_layout=&#8221;dark&#8221; max_width=&#8221;540px&#8221; custom_margin=&#8221;||50px||false|false&#8221; custom_padding=&#8221;1px|||||&#8221; global_module=&#8221;3289&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p>Wir freuen uns, mit Ihnen ein unverbindliches Erstgespr\u00e4ch zu vereinbaren. 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Learn how managers resolve conflicts and promote cooperation. <\/p>\n","protected":false},"author":6,"featured_media":8406,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-11325","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general"],"acf":[],"_links":{"self":[{"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/posts\/11325","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/comments?post=11325"}],"version-history":[{"count":10,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/posts\/11325\/revisions"}],"predecessor-version":[{"id":11585,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/posts\/11325\/revisions\/11585"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/media\/8406"}],"wp:attachment":[{"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/media?parent=11325"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/categories?post=11325"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/consensus-solutions.org\/en\/wp-json\/wp\/v2\/tags?post=11325"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}