Get a Mediation Plan for the Conflict That's Dragging Down Your Team
Describe what's happening. Walk away with a prep sheet — your opening line, talking points, and a response playbook for the mediation.
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Free to try · Private and encrypted · Takes 2 minutes
What You Walk Away With
Your prep sheet — a mediation plan, not a hope for the best
After the conversation with the advisor, Advizo generates a one-page prep sheet from your session. Not a transcript — a tool designed for a 30-second scan on your phone outside the meeting room.
Team Conflict Mediator
Mediation plan: product-UX collaboration breakdown
Two direct reports — Marcus (product manager, 8 months tenure) and Priya (UX designer, 3 years tenure) — have been clashing for six weeks. Marcus makes product decisions without consulting Priya's design research; Priya has responded by bypassing Marcus to go directly to engineering. The manager has inadvertently enabled Marcus's workaround by answering his questions directly instead of redirecting him to Priya, making Priya feel sidelined. Two other team members have asked the manager to intervene. This prep sheet focuses on the conversation with Priya — the more urgent and delicate of the two individual conversations.
Before
- Start redirecting Marcus's questions to Priya immediately with: "This is actually something you and Priya should align on together — can you loop her in and let me know if you get stuck?"
- Schedule individual conversations with both of them, Priya first, this week
- Recognize your own role in the dynamic before entering either conversation
Opening line
“I've been thinking about how I've been handling things over the past few weeks, and I want to be honest with you — when Marcus came to me with decisions, I answered him instead of sending him back to work through you. I thought I was keeping things moving, but I can see how that made your role feel optional. That wasn't my intention, and I want to fix it.”
Talking points
- 1Acknowledge your part in making Priya's role feel optional by answering Marcus directly
- 2Invite her to share the real version of how this has been, not the surface-level response
- 3Listen fully without rushing to reassure, explain, or solve
- 4Avoid getting pulled into agreeing that Marcus is the problem; signal you'll have a separate conversation with him
- 5Frame the underlying issue as a process gap (unclear collaboration norms) rather than personal conflict
Watch for
She unloads or expresses frustration after your opening
Reflect it back and stay curious: "That sounds really frustrating. Tell me more about what that's been like." Do not rush to fix, reassure, or defend yourself or Marcus.
She tries to stay composed and deflect with "it's fine"
Gently acknowledge you already know that's not the whole truth: "I'd really like to hear what this has been like from your side — the real version, not the 'it's fine' version."
If they say
“She expresses frustration about Marcus's behavior or decisions”
"I hear you, and I want to address all of this. I'm going to have a separate conversation with Marcus too."
After
Have conversation with Marcus after Priya, focusing on collaboration expectations and process gaps rather than accusations
Wait until after Priya conversation to script the Marcus conversation; you'll have more context
Consider whether a joint conversation makes sense once you've heard both sides fully
Establish clear process norms for how product and UX collaborate on this team going forward
Create a free account to get your prep sheet after any session.
See How the Advisor Works
The advisor diagnoses first — then builds your plan
That's a real strain — not just on the two of them, but on the whole team when it spills into standups and others start feeling it.
Before I can help you figure out how to step in, I want to understand the situation better.
What do you know about how this started? Was there a specific incident, or did the tension seem to build gradually?
Two of your people can't work together and the rest of the team can feel it. Maybe they argue in meetings. Maybe they've stopped communicating entirely and everything goes through you. Maybe it's not open hostility — it's eye rolls, exclusion, and a tension that makes every standup uncomfortable.
Employees spend an average of 2.8 hours per week dealing with conflict — and when a manager doesn't step in, nearby team members start taking sides. 85% of employees experience workplace conflict, and 23% have left a job because of it. Every day you wait, the sides harden and the damage spreads beyond the two people involved.
That's exactly what the Team Conflict Mediator helps with. Describe what's happening, and it diagnoses what type of conflict you're dealing with — then builds a prep sheet for the mediation: how to open the conversation, what to watch for, and how to facilitate a resolution without taking sides.
A plan, not a referee whistle
The advisor builds a prep sheet with your opening line, talking points in sequence, and responses to likely reactions. You walk into the room with a process, not a prayer.
Diagnosis before you step in
The advisor asks what you're seeing, when the tension started, and what you think might be driving it — then helps you identify the type of conflict and build an approach that's structured, fair, and specific to your team.
Completely private
Unlike asking your boss or HR, there's zero risk of the situation escalating before you're ready. Your conversations are private, encrypted, and never used to train AI.
A plan, not a referee whistle
The advisor builds a prep sheet with your opening line, talking points in sequence, and responses to likely reactions. You walk into the room with a process, not a prayer.
Diagnosis before you step in
The advisor asks what you're seeing, when the tension started, and what you think might be driving it — then helps you identify the type of conflict and build an approach that's structured, fair, and specific to your team.
Completely private
Unlike asking your boss or HR, there's zero risk of the situation escalating before you're ready. Your conversations are private, encrypted, and never used to train AI.
How It Works
Describe what's happening
Tell the advisor who's involved, what the tension looks like, and when it started.
Get a diagnosis and game plan
The advisor identifies the type of conflict and builds an approach — what to say, how to set ground rules, and how to facilitate the conversation without taking sides.
Take your prep sheet into the room
Your one-page plan: opening line, talking points, a response playbook, and follow-up actions. Built for a 30-second scan on your phone outside the meeting room.
Describe what's happening
Tell the advisor who's involved, what the tension looks like, and when it started.
Get a diagnosis and game plan
The advisor identifies the type of conflict and builds an approach — what to say, how to set ground rules, and how to facilitate the conversation without taking sides.
Take your prep sheet into the room
Your one-page plan: opening line, talking points, a response playbook, and follow-up actions. Built for a 30-second scan on your phone outside the meeting room.
Your situation stays between you and the advisor
- Conversations encrypted with AES-256
- Your data stays yours
- Never sold to third parties
- Never used to train AI models
Common Questions
Ready to address the conflict?
Describe what's happening on your team and get a specific plan: what type of conflict it is, who to talk to first, and how to facilitate a resolution.