Can you solve all conflicts?

No, you can not solve all conflicts. But you can find ways and means of dealing with them and relate to them so that everyday still works. Conflict resolution and conflict management - situation and relation into play. However, Nordmark Development help with simple tools to prevent conflicts at all need arise!

For many people, the word "conflict" for something scary and something that should not occur. Conflict is a natural part of human interaction, to be a daily and which we therefore have to deal with in a satisfactory manner.

What is a conflict?

Thomas Jordan (University of Gothenburg) defines a conflict as an interaction between at least two parties in which one party

  1. has desires that are so indicate position that it is not willing to "let it go"
  2. perceive their chances of getting requests catered blocked, someone stops me to achieve my goal. This leads to frustration, which in turn creates "an internal document printing" that leads to some form of action.

With this definition, we can talk about a conflict even if one of the parties deny that there is a problem. It is sufficient that one of the involved acting from experience that someone else is blocking my wishes.

Conflict Guidance

If you still end up in a situation of conflict, as conflict parties, or as the head where employees are in conflict with each other, it may be helpful to look at the conflict from a helicopter perspective. Then it is usually easier to determine what course of action is most appropriate in the specific situation. Usually it takes a conflict guidance for 2-3 hours.


Do you have a situation where the conflict is already a fact - even quite Infected? Loud arguments or frozen silence? You have tried "everything" but still it goes on. This working environment problems need to be solved and then sometimes the best way be to bring in someone from outside, who both conflict parties can trust.

Creating a robust culture of cooperation

The basis for good cooperation is the ability to communicate with each other in an open and transparent manner, to give and receive feedback. By creating understanding and practice this created simultaneously ties between individuals or group members. This is one of the best ways to create a collaborative culture that also tolerates little bumps occasionally. Learn more about our preventative course in "Practical Conflict", below.

Working with our personal strengths and behaviors, understanding both for myself and my surroundings, is a way to make visible what benefits and inhibits in our cooperation. We provide concrete tools in the form of communication and feedback exercises. A very good way to work Prevention is the self-assessment instrument SDI, Strength Deployment Inventory. Read our information sheet below or give us a call!