Creating Clear Guidelines for Managing Interpersonal Conflict at Work
Designed for Mid-level people managers leading cross-functional teams in fast-growing tech startups to spark real collaboration and high-energy learning.
A 75-minute hybrid workshop where participants are managing teams with rapid growth and shifting roles. Team members frequently encounter conflict over priorities, styles, and communication norms, and managers feel pressure to set clear boundaries without stifling innovation. The session blends in-person and remote attendees, who report feeling uncertain about when—and how—to step in during conflict.
Guideline Mystery Challenge
Participants are presented with three anonymized, real-world conflict scenarios drawn from startup environments. They're asked: 'Which guideline would help here?' After guessing, the actual best-practice guideline is revealed, sparking curiosity about why certain approaches work better.
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Why this works
Activating curiosity primes engagement and helps participants anchor guidelines to realistic settings, making them more memorable and actionable.
Debunking Conflict Myths
Facilitator shares three common misconceptions about workplace conflict (e.g., 'Only HR should address interpersonal issues'). Participants vote true/false, then discuss why the reality is different, using a quick poll and follow-up explanations.
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Why this works
Surfacing and correcting misconceptions sets a foundation for embracing new approaches and dispels hidden resistance.
Silent Scenario Choices
Show a workplace conflict scenario onscreen (e.g., two engineers disagreeing loudly in a meeting). Participants privately select one of three possible guideline responses, then see poll results for group consensus—low-pressure, anonymous, and zero judgement.
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Why this works
Low-pressure, anonymous engagement boosts psychological safety and encourages honest participation from those who may feel hesitant.
Guideline Relay Race
Participants break into small teams. Each team receives a sticky-note prompt: 'Conflict erupts at the daily standup.' They have 90 seconds to write one guideline to address this, then pass the note to another team, who must add a second step. The relay continues for two cycles, ending with lively sharing.
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Why this works
Fast-paced group activity energizes participation and reinforces collaborative problem-solving, anchoring guidelines as actionable tools.
‘What Would You Do?’ Dilemma
Facilitator shares a real-life dilemma: 'Your team’s top performer is openly frustrated with a colleague, tension is escalating.' Pause and ask, 'What’s your first step, and what guideline would guide your action?' Invite 1-2 volunteers to share, then connect answers to the workshop’s core guidelines.
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Why this works
Anchoring content in lived dilemmas deepens transfer and relevance, prompting actionable thinking.
Guideline Self-Check Moment
Participants review a list of five core conflict guidelines (e.g., 'Listen actively', 'Address issues, not personalities'). They privately check which they currently use, and which feel hardest. Facilitator asks for one volunteer to share a personal challenge, then guides a brief group brainstorm for practical solutions.
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Why this works
Active, personal reflection connects guidelines to lived experience, increasing ownership and helping participants bridge intention with practice.
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