What is conflict escalation: what stages does a conflict go through and how to resolve it

What is Conflict Escalation?

Conflict escalation, derived from the Latin word scala, meaning "ladder," is a critical stage of conflict characterized by increasing tension and hostility between the conflicting parties. At this stage, participants are often susceptible to cognitive distortions, which leads to destructive decisions and actions. Conflict escalation can have serious consequences for individuals, groups, or organizations, affecting their relationships and the overall atmosphere. Understanding the mechanisms of conflict escalation is important for developing strategies to resolve it and prevent further deterioration of the situation.

A textbook conflict consists of six stages, including escalation. However, in real life, conflicts develop in unique ways. They can end at any stage or not at all, and it is also possible to skip some stages or prolong them. Understanding these characteristics is important for effectively resolving and managing conflicts in various situations.

Conflict goes through several stages, each with its own characteristics and features. The first stage is the pre-conflict situation, when tension and discontent build up. At this stage, the parties are not yet aware of the conflict, but are already beginning to show signs of discontent. The second stage is open confrontation, when the conflict comes to the surface. Here, the parties begin to express their positions and demands, which can lead to escalation. The third stage is conflict resolution, when the parties begin to seek ways to compromise or reach an agreement. At this stage, it is important to use negotiation and communication skills to reach a mutually acceptable solution. The fourth stage is the post-conflict period, when the parties analyze what happened and work to restore relations. Understanding these stages helps to better cope with conflicts and find effective solutions.

• Pre-conflict stage (latent stage). The parties are not yet fully aware of their opposing interests. A problematic situation already exists, but its contradictory nature is still hidden, tension is mounting. Example: discontent is brewing in a team due to the redistribution of tasks.
• Open conflict. Contradictions become obvious, the parties express their positions, recognize the cause of the conflict and begin to act (verbally or physically), the first attempts to resolve the situation and strengthen their positions are made. Example: employees openly discuss the problem among themselves and express dissatisfaction at a general meeting, demanding a review of the management decision.
• Escalation of the conflict. The stage of the highest development of contradictions, when emotions dominate over rationality. The parties focus on defending their positions rather than finding solutions, polarization intensifies, an "enemy image" is formed, negative emotions suppress the ability to think strategically. Example: employees accuse management of injustice and bias, refuse to take on new tasks.
• De-escalation of the conflict. After the peak of tension, the conflict fades. This may be due to the parties reaching an agreement, becoming tired, realizing the destructive consequences of their actions, or someone from outside intervening. Emotions calm down, creating space for rational reasoning. Example: employees agree to discuss the problem in the presence of an independent mediator to find a solution.
• Conflict resolution. The conflict formally ends—for example, the parties agree, compromise, or one party abandons the confrontation, that is, makes concessions. Residual resentment or tension may remain, which could result in a new conflict in the future. Example: employees and management agree to redistribute tasks taking into account the interests of the parties.
• Post-conflict stage. The stage of restoration and normalization of relations. Ideally, the parties rethink what happened and draw conclusions to avoid similar situations in the future. An opportunity arises to restore trust and analyze the lessons of the conflict. Example: After a conflict within a team, training sessions are organized to improve communication and teamwork to strengthen working relationships and prevent future disagreements.

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Learning to resolve conflicts: key tips

Conflicts are a natural part of communication, and the ability to resolve them is an important skill. Effective conflict resolution can lead to improved relationships and increased productivity. Here are some helpful tips.

The first thing to do is listen carefully to the other party. Understanding the other party's point of view helps find a common solution and reduce tension. Second, stay calm. Emotions can exacerbate a conflict, so it's important to control your reactions.

Third, try to focus on the problem, not the person. This will prevent the conflict from escalating and help find a constructive solution. Fourth, seek compromises. A willingness to make concessions often leads to more effective conflict resolution.

Fifth, use "I" messages to express your feelings and opinions without blaming the other party. This creates a more open space for dialogue. Finally, sixth, if you cannot resolve the conflict on your own, do not hesitate to seek help from a third party, such as a mediator or consultant.

Developing conflict resolution skills not only improves personal and professional relationships but also helps create a more harmonious atmosphere within the team.

What happens during the escalation stage of a conflict

During the escalation stage of a conflict, the parties often move from peaceful discussions to more aggressive forms of interaction, including quarrels, threats, and violence. The process of conflict escalation is usually associated with the loss of the ability to constructive dialogue and the desire to prove one's case at any cost. It is important to understand that such dynamics negatively affect the relationships between the participants and can lead to serious consequences. Effective conflict management requires recognizing the signs of escalation and employing strategies to restore dialogue and find compromise.

Parties to a conflict perceive their interests as fair and noble, while the interests of the opposing party are considered unworthy. This clear-cut division into "good" and "bad" significantly exacerbates the conflict and hinders its resolution. Understanding and acknowledging different points of view can be key to reaching a compromise and reducing tensions.

Conflict escalation has a number of characteristic features that help determine the degree of escalation. First, there is an increase in tension between the parties, leading to increased emotional stress. Second, conflicts become more open and aggressive, which may include an exchange of accusations and threats. Third, escalation is often accompanied by a communication deficit, with parties beginning to avoid constructive dialogue and resorting to extreme measures. An increase in the number of participants involved is also typical, which complicates conflict resolution. Furthermore, escalation can manifest itself in the parties' desire to strengthen their positions by worsening relations with their opponents. These signs help identify and understand when a conflict is reaching a more serious stage and requires attention to resolve.

• Negative assessment of the opponent. Participants focus exclusively on each other's negative traits. Positive qualities are ignored. An "enemy image" is formed, in which the opponent is perceived as a source of threat and evil.
• Emotions prevail over reason. Rational arguments fade into the background. The emotional background becomes dominant, people experience negative emotions: anger, resentment, irritation. Feelings suppress the ability to objectively assess the situation and seek mutual understanding.
• Indifference to the interests of the other party. Participants focus exclusively on defending their position. Even if they understand what the opponent wants, their interests are perceived as insignificant or erroneous. All efforts are directed at justifying and promoting their own goals.
• Cognitive distortions. These are systematic thinking errors that prevent us from forming an objective idea of ​​​​what is happening and predicting the consequences of actions. One of the common cognitive distortions during a conflict is generalization. People begin to transfer the characteristics of specific individuals to the entire group: “I can’t rely on anyone,” “Everyone is against me,” “Nobody understands me,” and so on. While we can usually cope with such thoughts in a calm environment (understanding that if one person has let us down and not heard us, we can reach out to others), it is more difficult to do so during a conflict when emotions run high.

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Cognitive biases are systematic errors in thinking that affect the perception of information and decision making. These biases arise from the limitations of the human mind and can lead to incorrect conclusions and faulty judgments.

There are many examples of cognitive biases. One is the Confirmation Bias effect, when people prefer information that confirms their existing beliefs, ignoring alternative information. Another common example is the Illusion of Control, when an individual believes they can influence random events.

Cognitive biases can be classified into several types. For example, perceptual biases, which affect how we interpret information, and memory biases, which affect how we remember events. Understanding these biases is important for developing critical thinking and improving decision-making in various areas of life.

Studying cognitive biases helps people recognize their thinking errors and analyze information more effectively, which in turn leads to more informed and rational decisions.

Friedrich Glasl's Nine Stages of Conflict Escalation

The conflict escalation model developed by Austrian conflictologist Friedrich Glasl provides an in-depth analysis of the process by which a dispute escalates into a serious conflict. Each stage of this model demonstrates how the confrontation between the conflicting parties intensifies, which can lead to serious consequences. Understanding these stages allows for better conflict management and prevention of escalation, which is especially important for specialists in the field of conflict management and negotiation.

The nine stages of escalation represent a negative scenario in which the conflicting parties continue the confrontation until a final resolution. Typically, a conflict can be stopped at one of these stages before it reaches its peak. Understanding these stages can help prevent further escalation and promote more constructive conflict resolution. Strengthening, also known as curing, is the process by which materials acquire increased strength and resistance to external influences. This process is critical in various industries, such as construction, manufacturing, and metallurgy. Strengthening can occur naturally, for example, through exposure to temperature or moisture, or be induced by artificial methods, such as the addition of special additives or heat treatment. Understanding the principles of material strengthening allows you to optimize their performance and extend the service life of products. It is important to note that the correct choice of curing methods depends on the type of material and the operating conditions. This knowledge helps create more reliable and durable products.

The parties recognize the conflicting interests, tension is rising, but the conflict can still be resolved through negotiation and dialogue.

The participants are at odds, but are currently focused on cooperation rather than confrontation.

Colleagues are discussing differences, and the dialogue has not yet escalated into an argument. It is important to maintain open communication in such situations. Discussing different points of view allows for compromises and improved working relationships. Mutual understanding and a constructive approach will help prevent the escalation of conflict and create a more productive atmosphere within the team.

Debate and polemics are important tools for exchanging opinions and arguments on various issues. These processes help develop critical thinking, encourage the analysis of different points of view, and improve argumentation skills. Debate can take place in various formats, including academic competitions, public discussions, and online platforms. Controversy, in turn, often involves more heated debates, where participants defend their positions, sometimes resorting to emotional arguments. Both formats play an important role in shaping public opinion and can lead to profound changes in the perception of current social, political, and economic issues. Participation in debates and polemics not only promotes personal growth but also strengthens democratic values ​​in society.

Parties move from constructive discussion to polemics, where rational arguments often conceal manipulation and pressure. At this stage, participants merely create the appearance of taking their opponent's opinion into account, while competition suppresses the spirit of cooperation. This leads to a deterioration in dialogue and a decrease in the effectiveness of interaction, which ultimately hinders mutual understanding and the resolution of contentious issues.

Employees engage in formal discussions of the problem, but their arguments become increasingly critical and focused on personal interests. In such situations, it is important to ensure constructive dialogue aimed at solving the problem, rather than pursuing selfish goals. Effective discussion requires participants to listen to each other and seek a common solution, rather than delving into conflicts.

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Friendship, networking, and manipulation: how to benefit from communication

In the modern world, human connections play a key role in personal and professional life. Friendship helps us find support and understanding, while networking opens doors to new opportunities. However, it's important to remember that communication can also include elements of manipulation. Understanding these aspects allows you to more effectively use relationships to achieve your goals. Friendship is based on trust and mutual support. It fosters strong bonds that can be useful in various areas of life. People with close relationships are more likely to support each other during difficult times and share knowledge and experience. Networking, in turn, involves more targeted communication with people who can influence your career or business. The ability to build professional connections and find common ground with different people is an important skill that opens new horizons. Effective networking is based on mutually beneficial relationships, where each party benefits. However, manipulative strategies can sometimes appear during communication. This can range from a conscious desire to use others to achieve one's goals to unconscious techniques that can negatively impact relationships. It is important to be aware of such moments and find a balance between your own interests and the interests of others.

Knowing how to build friendly and professional connections, as well as the ability to identify manipulation, makes communication more effective. This not only promotes personal growth but also increases the chances of career success. By developing our communication skills, we can get the most out of our interactions with others.

Actions are an important aspect of any process. They represent the steps that must be taken to achieve a specific goal. Correct execution of actions helps optimize work processes and increase efficiency. It is important not only to identify the necessary actions but also to set priorities to focus on the most significant tasks. Clear planning and consistent execution of actions contribute to the successful achievement of results and minimization of risks. Effective actions can include analyzing the current situation, developing a strategy, implementing the plan, and evaluating achievements. Use these principles to increase your productivity and achieve your goals.

Parties begin active actions to defend their positions, striving at any cost to convince others of their rightness. In this process, they stop listening to the other side's arguments, and rational arguments give way to subjective views of "truth" and "fairness." These situations often lead to conflicts where emotions prevail over logic, making it difficult to find mutual understanding and compromise. It is important to maintain an open dialogue and consider different points of view to avoid escalating confrontation.

One of the parties to the conflict tries to impose their point of view through pressure or action, for example, by filing a complaint with management.

Image and coalition play a vital role in shaping public opinion and perceptions of organizations. An effective image fosters trust in the coalition and its goals. It is important for the coalition to present a unified image, demonstrating alignment of actions and principles. A well-designed image helps attract attention to initiatives and projects and facilitates partnerships. Using image management strategies can significantly improve a coalition's effectiveness in achieving its goals. Developing a clear communications strategy and leveraging modern digital platforms can help create a positive image and attract new members.

Parties actively use stereotypes and clichés when creating coalitions to strengthen their positions and weaken their opponents. They spread rumors and attack the enemy's reputation, seeking to present themselves in a favorable light while concealing their true intentions. In political and corporate conflicts, allies may be recruited at this stage, further undermining the other party's position.

An employee spreads negative rumors about a colleague in order to undermine their authority.

Loss of face is a serious problem that affects both a person's physical and psychological state. It can be caused by various factors, including injuries, illnesses, or surgeries. Loss of face not only affects appearance but can also lead to significant changes in social life and self-esteem. People facing this problem often experience difficulties in communication and socialization, which can lead to isolation and depression. Restoring lost face is not only a medical but also an emotional task, requiring a comprehensive approach, including psychological support and rehabilitation. It is important to understand that loss of face is not the end, and with the help of modern technologies and techniques, it is possible to significantly improve the quality of life and restore self-confidence.

The conflict takes on more radical forms, with participants using methods that were previously considered morally unacceptable. Rational arguments lose their force, and methods of discrediting and pressuring opponents are increasingly used. In such conditions, tensions escalate, which can further deteriorate the situation and complicate the search for peaceful solutions. Parties openly confront each other, disregarding professional ethics. Threats pose a serious problem in today's environment. They can manifest themselves in various forms, including cyberattacks, physical violence, terrorism, and environmental risks. It is important to understand that threats can originate from both individuals and organized groups. Protecting against threats requires a comprehensive approach, including both preventative measures and responses to emerging situations. An effective risk mitigation strategy must be based on continuous monitoring and analysis of potential threats. In a rapidly changing world, it is essential to be prepared for new challenges and develop adequate measures to ensure security. Timely identification and mitigation of threats is key to protecting the interests of both individuals and society as a whole. Parties use threats to coerce their opponents into acting in their own interests. This leads to a "scissor effect," where the time for decision-making is shortened and the complexity of the decisions themselves increases. The consequences of these actions become less predictable, increasing tension. Participants lose the ability to think strategically and focus on short-term actions. As a result, such situations can lead to lack of effectiveness and wrong decisions, which further aggravate the conflict.

The employee threatens to disclose incriminating information if his demands are not met.

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Conflicts among employees can arise in any organization, and it's important to know how to manage them. If employees are ready for open confrontation, it's necessary to respond quickly and effectively. In this guide, we'll cover the key steps for managing conflict in the workplace.

The first thing to do is stay calm. Leaders must remain objective and not give in to emotions. Next, it's important to analyze the situation: identify the causes of the conflict, listen to both sides, and understand their points of view. This will help identify the root of the problem and find the optimal solution.

Once the situation has been analyzed, a meeting should be organized between the conflicting parties. At this meeting, it's important to create an atmosphere of trust and openness so that employees can speak up freely. It is important to ask constructive questions and try to find a compromise that satisfies both parties.

Also, it is worth considering involving a third party, such as an HR specialist or mediator, to assist in conflict resolution. A professional perspective can help identify additional aspects of the problem and suggest solutions that were not obvious to the parties involved.

Finally, after resolving the conflict, it is important to analyze and learn from the lessons learned. This will help prevent similar situations in the future and improve corporate culture. Introducing regular training in conflict management and communication skills development among employees is a good practice for maintaining a harmonious team environment.

These steps will help you effectively manage conflicts and create a productive work environment.

Limited Destroying Strikes are a special type of attack used in various gaming and combat systems. These strikes have high destructive power, but their use has certain limitations. For example, such strikes may require significant resources or time to prepare, making them strategically important in combat. The effectiveness of limited, destructive strikes depends on the situation, so it's important for players to carefully choose their moment to use them. Understanding the mechanics of these attacks and using them optimally can significantly increase the chances of success in battle.

The conflict escalates to a stage of targeted and limited attacks on the enemy. In this case, the opponent's humanity is completely ignored. Strikes are delivered with precision to weaken the opposing side as much as possible. Participants in the conflict lose perception of the opponent as an individual, which leads to an escalation of the confrontation and a reduction in the possibility of conflict resolution. This approach often exacerbates the situation and makes it more difficult for both parties. It is important to remember that in a conflict, the loss of identity can lead to a further deterioration of relations and the inability to reach a compromise.

Abuse of office to undermine a colleague's reputation.

Rout is a term that refers to the complete defeat or destruction of an enemy during military action or conflict. It can occur on the battlefield or in other areas, such as business or sports, when one side suffers a catastrophic defeat. Defeat can be the result of strategic errors, a lack of resources, or the superiority of an opponent.

In a historical context, defeat is often accompanied by significant losses and consequences for the losing side. These events can lead to a change in the balance of power, a revision of boundaries, and even new political realities. Studying examples of defeats helps understand the importance of strategy, preparation, and analysis of the situation.

In the modern world, defeat can also be applied metaphorically, for example, in business, where a company can suffer defeat in the marketplace due to the wrong choice of strategy or underestimation of competitors. Analysis of such situations can provide important lessons for future success.

Understanding the nature of defeat and its consequences allows one to better prepare for any struggle, be it a military clash, economic competition, or a sports competition.

Conflict becomes destructive when its primary goal is the complete destruction of the enemy. In such a situation, the opponent is perceived only as an enemy, which leads to their complete dehumanization. Destruction can take many forms, including social, economic, and psychological impacts. Such conflicts cause serious damage not only to the immediate participants but also to society as a whole, generating hatred and destroying social bonds. It is important to recognize that such destructive conflicts require effective resolution and compromise to prevent further negative consequences.

Participants seek to undermine each other's professional reputations and reduce career opportunities.

Together "into the abyss" is a phrase that symbolizes joint actions leading to negative consequences. Often, such situations arise in relationships when partners make risky decisions without considering the consequences. It is important to recognize that joint actions can both strengthen the bond and lead to destruction. To avoid negative consequences, it is necessary to carefully analyze each decision and its impact on the relationship. Open discussion and honest communication between partners can help prevent a "fall into the abyss" and strengthen mutual understanding.

The final stage of a conflict is characterized by both sides' willingness to sacrifice resources to completely destroy the other. In this situation, compromise becomes unavailable, and both sides find themselves in a losing position, creating a "lose-lose" scenario. It is important to understand that at this stage, conflict can lead to serious consequences for both the participants and the environment. Analyzing such conflicts allows us to identify their causes and develop strategies to prevent similar situations in the future.

Prolonged litigation leads to a significant loss of resources and a deterioration in the reputation of both parties. This is not only financial costs, but also a negative impact on the image of companies, and has potential consequences for their business relationships. Participation in protracted litigation can distract attention from core activities and reduce work efficiency. It is important to consider alternative dispute resolution methods in advance to minimize negative consequences and preserve reputation.

How to use the Glasl model to prevent conflicts from escalating to an irreconcilable stage

The Glasl model serves as an effective tool for determining the stage of a conflict and choosing the optimal resolution strategy. In the initial stages of escalation, covering stages 1–3, the conflict can be considered constructive, and there is a possibility of its resolution. During this period, interaction remains within reasonable limits, and the parties show a willingness to find a solution, despite the presence of a certain tension. Using Glasl's model allows for a more accurate assessment of the situation and the application of appropriate methods to achieve a compromise.

In the middle stages of a conflict (stages 4–6), the situation becomes destructive. In such cases, resolving the conflict independently becomes extremely difficult. Reaching a resolution may require the assistance of third parties, such as mediators or conflict resolution specialists.

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Mediator: who is it and how to become a professional mediator

A mediator is a specialist who helps parties resolve conflicts and reach agreements in a dispute. Their role is to create a safe space for discussion, where each party can express their interests and needs. Mediators use a variety of techniques to help parties understand each other and find a mutually acceptable solution.

To become a mediator, you must undergo specialized training and acquire skills in conflict resolution, communication, and psychology. Many educational institutions and organizations offer courses and training in mediation. It is also important to gain practical experience by participating in real mediation processes under the guidance of experienced mentors.

Professional mediators can work in a variety of areas, including family disputes, commercial conflicts, labor relations, and social issues. They play a key role in reducing tensions and improving relationships between the parties.

Becoming a mediator is not only an opportunity to help people but also a chance to develop your skills in conflict management and communication. This path requires ongoing training and practice, but brings significant satisfaction from helping others resolve their problems.

Late stages of conflict (stages 7–9) indicate deep contradictions and seriously destructive consequences. Under such conditions, peaceful resolution of the dispute becomes extremely unlikely. The need to resort to coercive measures, such as litigation, becomes inevitable.

The Glasl Model helps analyze the dynamics of a conflict, allowing for timely action to resolve it. This helps preserve relationships and minimize the negative consequences of the conflict. Using this model is an effective tool for managing conflicts and improving communication between the parties.

Coping with a conflict in the early stages of escalation can be achieved by using several effective strategies. It is important to immediately identify the source of the disagreement and initiate a dialogue in a timely manner. Open communication helps clarify the positions of the parties and reduce tension. Active listening also plays a key role, allowing each party to express their feelings and opinions. It is necessary to avoid accusations and focus on finding solutions that satisfy both parties. By applying these methods, you can prevent further escalation of the conflict and achieve mutual understanding.

• Step 1. Create an atmosphere of partnership. Try to view the conflict as part of the relationship, not as a confrontation, focus on the “we” attitude, not “me versus him,” and recognize interdependence. Keeping these principles in mind, choose a time and place for dialogue.
• Step 2. Prevent the dialogue from moving to the next stage. During the meeting, listen to your opponent without interrupting or judging, focus on the problem rather than the individual, try to agree on common goals and find common ground. Avoid threats, manipulation, and public accusations, as this can escalate the conflict to destructive stages. Instead, always maintain a respectful tone and put yourself in the other party's shoes.
• Step 3. Focus on shared interests rather than personal ones. Shared interests are the foundation for effective conflict resolution. Try to identify them and make them the center of the discussion.
• Step 4. Focus on collaboration. To do this, it is important to shift your focus from the past to the present and future—the past cannot be changed, but it can be understood. Give up attempts to dominate, accept responsibility for your behavior, express feelings, and clarify expectations.
• Step 5. Develop joint proposals. Proposals should take into account the interests of the parties and be adopted jointly. Articulate your interests and clarify those of the other party to find a mutually acceptable solution. If you can't resolve the conflict on your own and it reaches destructive stages, it's necessary to involve a neutral person—a professional mediator, conflict resolution specialist, or communications trainer. It will help reduce emotional stress, return focus to solving the problem, develop a conflict resolution strategy, draw up a clear plan of action, determine the true interests and goals of the parties, and find additional resources to solve the problem.

Reading is also an important part of learning and self-development. It helps to broaden your horizons and improve critical thinking skills. Regularly reading books, articles, and other materials helps not only deepen your knowledge in a particular area but also develops your imagination. This is a great way to learn new ideas and concepts that can be useful in your personal and professional life. Don't forget the importance of choosing quality literature to enhance your reading experience.

Mediation is a dispute resolution process using a neutral mediator to help the parties reach an agreement. This method is widely used in various fields, including business, family matters, and legal conflicts. The main goal of mediation is to reach a mutually acceptable solution, avoiding litigation. Because mediation is less formal and more flexible, it allows the parties to discuss their problems openly and honestly. This approach promotes a better understanding of each party's interests and helps preserve relationships. Mediation is becoming an increasingly popular alternative to traditional dispute resolution methods due to its effectiveness and cost-effectiveness.

How to prevent a conflict from escalating into destructive stages

• Choose the appropriate communication channel. Some people perceive information better in a live conversation, others in writing.
• Use "I" messages. Talk about your feelings and needs, avoiding blaming the other person.
• Use active listening techniques: pause, ask clarifying questions, check whether you understood the other person correctly. More about what active listening is in our article.
• Strive for cooperation. Look for solutions that satisfy the interests of both parties, instead of insisting only on your own.
• Learn to control your emotions to stay calm in tense situations.
• Switch to the Adult position. According to transactional analysis, behavior can be divided into three roles: Child, Parent, and Adult. Conflict resolution is only effective when carried out by an Adult who is aware of their interests, thinks strategically, and understands the importance of establishing contact with the other party.