Conflicts, whether global or personal, can undermine trust, morale, and productivity. Yet, by finding common ground, acknowledging emotions, and emphasising fairness, disagreements become opportunities for deeper understanding and stronger bonds. Conflict resolution experts Nick Saunders, Nigel Taberner and Nigel Owens, help teams communicate openly, listen carefully, and ultimately transform tension into lasting, positive change.
Expert Tips for Resolving Conflict in the Workplace
The world is no stranger to conflict. From large-scale tensions such as the Israeli–Palestinian conflict and the ongoing situation in Ukraine, to everyday disagreements that arise between colleagues, friends, and family members, they all have a harmful impact. While conflicts on a global stage capture headlines and spark international debate, the quieter yet more common disputes in our lives often leave a lasting impression on our sense of trust, morale, and well-being. In the workplace, for instance, unresolved tensions can undermine teamwork, reduce productivity, and create an atmosphere where honest conversation doesn’t fit in. The challenge is not to imagine a world without conflict, but to learn how to approach it positively, understanding that the discomfort we feel now can be turned into an opportunity for growth.
Start by Finding Common Ground
Addressing conflict begins with recognising that beneath the tension often lies some shared purpose or common goal, an idea that communication expert Nick Saunders, known as “The Family Man,” firmly supports. Having worked across many industries and sectors, Saunders has observed that many workplace disagreements stem from miscommunication and assumptions that go ignored. He likens professional teams to families you never chose, but with whom you must still find a way to coexist smoothly. Acknowledging this reality means beginning any difficult conversation by identifying what everyone truly cares about, whether it’s a successful project or a better team dynamic. Saunders encourages focusing on language that lowers tension, swapping blaming remarks for personal observations and taking the time to ensure that everyone in the room feels heard. By doing so, simple misunderstandings can be clarified before they escalate, allowing a sense of unity to emerge despite differences in perspective.
Recognise Emotions and Communicate Under Pressure
While finding common ground sets the stage for more helpful dialogue, it is equally essential to acknowledge the emotional forces driving people’s actions. Former hostage negotiator Nigel Taberner understands this all too well. Having resolved over 130 serious incidents without loss of life, Taberner brings a wealth of insight into how intense emotions can distort communication and slow progress. In a business environment, the stakes are rarely life-or-death, yet the pressure to perform, meet deadlines, and protect one’s reputation can still be huge. Taberner stresses that noticing and accepting emotions—from frustration and disappointment to anxiety and fear—encourages honesty and eases tension. Rather than ignoring how people feel, he suggests that leaders and teams openly acknowledge the stress they are under and the real concerns they hold. Doing so creates a climate where individuals are more inclined to share honest feedback rather than retreat into silence or anger. By shifting the focus from who did what wrong in the past to what can be done better in the future, those involved in the dispute can draw closer to solutions that reflect their shared goals and lasting benefits.
Keep Fairness and Encourage Understanding
As much as common goals and emotional honesty can help, positive conflict resolution also depends on creating an environment that supports fairness and respect. International rugby referee Nigel Owens, celebrated for his ability to maintain control and fairness in intense matches, understands the power of setting clear boundaries. Just as he did on the pitch, Owens suggests that workplaces benefit from establishing standards of conduct before a tough conversation begins. By agreeing on a few simple guidelines before starting a difficult conversation—everyone takes turns, personal attacks are off-limits, and people listen rather than wait to criticise—you create a more open and productive space for honest discussion. Owens, who has openly discussed his own struggles with mental health and identity, notes that empathy plays a key role here. Asking questions to understand why someone feels so strongly, rather than simply dismissing their viewpoint, helps humanise the conflict. Also, reflecting on your own part in the conflict sets a strong example, showing that responsibility and improvement are possible. When fairness and mutual respect shape the conversation, the conflict no longer feels like a struggle for control, but rather a chance to learn and grow.
Turning Conflict into Opportunity
By starting from common ground, acknowledging emotions, and dedicating to fairness and empathy, it becomes possible to approach disagreements not as threats to harmony, but as stepping stones towards stronger bonds. In a world where conflict on a large scale can feel daunting, these principles remind us that we have the capacity to respond another way in our own environments.
We’ve got a great selection of speakers who are perfect for any event, team-building session, or even an awards show. Our expert conflict resolution speakers—Nick Saunders, Nigel Taberner, and Nigel Owens—share practical strategies to help your team handle challenges more effectively. If you’d like to chat with us about booking a speaker, contact Prime Performers today!