Conflict Resolution Stages
The conflict resolution stages describe how a disagreement develops over time. They are diagnostic rather than instructional, and that is what makes them useful.
- Latent. The conditions exist, unclear roles or competing goals, but nothing has surfaced.
- Perceived. Someone notices a problem. Nobody has said anything.
- Felt. It becomes emotional. People start building a case.
- Manifest. Visible behaviour. Avoidance, sharp exchanges, escalation to a manager.
- Aftermath. Whatever the outcome leaves behind, which sets the starting point for next time.
The practical value is knowing that intervention at the perceived stage is a five-minute conversation, and at the manifest stage it is a process with paperwork. Most organisations only ever see stage four, which is why conflict feels expensive to them. Ask what the aftermath of the last one taught people.
Safe Work Australia covers workplace conflict as a psychosocial hazard. This is general information rather than legal advice.
See Sentrient’s conflict resolution course and conflict resolution articles.
5 Stages Of Conflict And Workplace Conflict Resolution
Let’s be honest, if you’ve ever worked in an office, on a building site, or even in a remote team scattered across different time zones, you’ve experienced workplace conflict. Maybe it was the colleague who kept ‘borrowing’ your coffee mug, or perhaps it was something more serious, like disagreements over project direction or workload distribution. […]
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