> ## Content Index > Fetch the complete content index at: https://sempler-minds.ghost.io/llms.txt > Use this file to discover other available public pages before exploring further. # Conflict Resolution for New Managers: A 5 Steps Process - URL: https://sempler-minds.ghost.io/5-steps-process-for-conflict-resolution/ - Published: 2024-10-30T03:37:52.000Z - Updated: 2026-09-15T16:50:33.000Z - Description: In this blog, I will provide a 5 step process to resolve conflicts within your team members. - Author: Srihari Udugani - Tags: #Migrated-1789490948188, #Import 2026-09-15 22:19 While building and managing a team, it is common to face conflicts among team members. As a new manager, it is important to learn how to manage conflicts within the team. If not managed, the team’s productivity, performance and quality of work will start reducing. In this blog, I will provide a 5 step process - C.L.E.A.R It is an easy-to-use process for any conflict resolution within your team. --- #### Reasons for Conflict Mainly, there are two reasons why there could be conflicts. ◆ **Reason#1**: Process or methodology How team members understand certain processes, or methods to perform activities could cause conflicts. In this case, as a Manager, how you converge the understanding would help resolve the conflict. ◆ **Reason#2**: People attitude or personality Each team member will have personality of their own. Some will be sensitive to words, some are lazy, some are not aligned, some are not motivated etc. In this case, how you understand each of the team members' personalities towards the situation and help them to converge and focus on the overall objective would help in resolving the conflict. In general, separating the team members from the situation and focusing on the problem or situation will help to see the resolution path clearly. --- #### The 5-Step Process - C.L.E.A.R The acronym C.L.E.A.R stands for **C**ollect, **L**ocate, **E**ngage, **A**ct, **R**eview. ▸ **Step#1**: Collect As soon as you are made aware of the conflict, you must reach out to each of them to understand their view. Each team member will have information about the situation which could differ from others. It is important to collect information from each member to understand each team member's view on the conflict situation. ▸ **Step#2**: Locate Once you have the views of each, try to locate artefacts related to the situation to ascertain the facts. The artefacts will help present the information to the team members in the next step of the process. Collecting views from others in the team would help, if there are no artefacts. ▸ **Step#3**: Engage Once you have complete information about the situation, it is time to bring those who have conflicts on neutral ground. Conducting a meeting to discuss the situation on neutral ground will facilitate seeing other members’ views. During this meeting, keep the following points in mind. 1. Set an expectation that each team member provides information freely. 2. Each team member should share information to highlight the situation and behaviour of another team member that caused the conflict. This way, the information is very specific and not generic. 3. Set an expectation that each team member should try to put themselves in the other team member’s shoes to better understand his/her view. The effectiveness of this meeting will help to resolve the conflict. If the need arises, conduct multiple meetings, so that each team member gets enough time to express their thoughts. ▸ **Step#4**: Act During the Engage meeting, it is important to make notes and identify action items for each member. These action items should help resolve the conflict. It should also help bring transparency and build trust among the members. The action items should be something that can be executed immediately so that the impact of change due to action items can be realised. ▸ **Step#5**: Review It is not enough to identify action items, following it up and following it through is important. During these review meetings, try to check the pulse of the members and understand whether the conflict has reduced and trust is building up. If you sense that the conflict still exists, decide whether to run the 5-step process again or whether the decreased conflict is okay to sustain. --- #### Final thoughts The 5 step process provides a structure for resolving conflicts. So use it for effectively resolving conflicts within your team. Here is the summary of each of the steps. 1. **C**ollect: Meet with each member to understand their perspective on the conflict. 2. **L**ocate: Verify the details by finding artefacts or taking views from other team members. 3. **E**ngage: Conduct a neutral meeting with all parties to discuss their viewpoints openly. 4. **A**ct: Define specific, actionable steps for the members who have conflict to facilitate transparency and build trust. 5. **R**eview: Regularly follow up on the progress and follow it through, until completion. The above 5-step process C.L.E.A.R promotes clarity, and accountability fostering a collaborative team environment. Happy Management! --- #### Further Reading - [Simplified Emotional Leadership for Young Managers](https://sempler-minds.ghost.io/content/files/2026/09/simplified-emotional-leadership-for-young-managers-0a614ac1e957-2.html) - [Time Management for young managers](https://sempler-minds.ghost.io/content/files/2026/09/time-management-tips-for-young-managers-5111b423b8ce-2.html) - [New way to onboard a new team member](https://sempler-minds.ghost.io/how-to-onboard-a-new-team-member-2week-approach/) - [Mentorship simplified for Young Managers](https://sempler-minds.ghost.io/steer-framework-mentorship-simplified/) - [Free Udemy Course: New Manager - Learn to become successful](https://www.udemy.com/course/simple-effective-way-for-transitioning-to-management-role/?referralCode=A405ACAA61A95EAED60E&ref=sempler-minds.ghost.io) [![](https://storage.ghost.io/c/3b/2a/3b2a32cf-7dab-4396-8df7-a62f8c8077aa/content/images/2026/09/1-ym2ionjxz54ewlkawpi-6g.png)](https://www.buymeacoffee.com/srihariblogs?ref=sempler-minds.ghost.io) If you found this blog helpful, kindly consider leaving a small tip as a token of appreciation.