Conflict Resolution Strategies & Practices
Why Focus on Conflict Resolution Strategies & Practices?
Staff tension. Student outbursts. Passive cliques. Silence when there should be collaboration.
These are the signals of unresolved conflict slowly eroding a school’s culture—and often, it’s not about a lack of care, but a lack of tools. Educators and administrators are under constant pressure, and when communication breaks down—between colleagues or between staff and students—it can lead to isolation, frustration, and burnout.
That’s why we take a restorative approach to conflict—not just to fix problems, but to reconnect people.
Every school and workplace inevitably encounters moments of tension or misunderstanding, but how we choose to approach these moments makes all the difference. Conflict resolution strategies and practices aren’t just buzzwords; they are essential skills that underpin healthy relationships, productive teams, and vibrant communities.
The consequences of unresolved conflict in schools can be far-reaching, impacting student learning, teacher satisfaction, and the emotional climate of the campus. Similarly, in the workplace, persistent conflict can erode trust, undermine collaboration, and sap productivity. In both settings, ignoring underlying issues often leads to greater friction over time, while proactive resolution clears the way for growth, creativity, and a stronger sense of shared purpose.
One of the most effective ways to equip staff and students with the needed skills is through in-person Restorative Practices training. Why in-person? Because building new mindsets, communication skills, and habits requires agreements, connection, and trust, which develop best face-to-face. Direct practice, thoughtful coaching, and authentic dialogue go a long way towards changing school culture.
In the following sections, we’ll explore the essential steps, techniques, and examples critical for effective conflict resolution, always highlighting real-world applications and the unique value of proactive, relational approaches. Our goal is to equip every educator and administrator with practical, actionable strategies to foster a more harmonious and resilient school community.
What Are the Five Conflict Resolution Strategies?
While models like the “Five C’s” (Clarify, Communicate, Collaborate, Compromise, and Commit) offer a helpful outline, they don’t go far enough. At Collaborative School Culture, we use real-world strategies grounded in brain science and relationship repair to move from conflict to connection.
Here’s how we reimagine the five steps using Restorative Practices:
Calm and Regulate
Conflict often triggers a stress response. Whether you freeze, withdraw, lash out, blame yourself, or pretend it doesn’t matter, you're likely landing somewhere on the Compass of Shame—a tool we use to help identify self-protective reactions like attacking self or others, denial, or avoidance.
The first step is to pause and get grounded. Before any conversation can be productive, staff and students need time and strategies to regulate. That might mean stepping away, breathing, walking, or using a visual regulation aid. Without this step, resolution can’t take root.Reflect and Prepare
Using our Walk-the-Talk coaching worksheet, we help educators unpack what’s really going on: What triggered you? What story are you telling yourself? What unmet value or need is at the center of your reaction? Reflection reduces blame and builds humility. It’s not about fixing the other person—it’s about showing up ready to connect.Connect and Listen
The heart of resolution is understanding—not convincing. Tools like Curbside Conversations—brief, informal chats designed to surface feelings, needs, and shared understanding—help staff or students reconnect before problems grow.
Other times, a more structured restorative circle allows a group to speak and listen in turn, without interruption. Or a restorative conversation guided by the Restorative Questions (“What happened? What were you thinking at the time? What do you think needs to happen now?”) helps resolve conflict while maintaining accountability.
Whatever the format, the goal is the same: listen to understand, not respond.Collaborate and Repair
Once each person feels heard, we move to co-create solutions. Instead of defaulting to top-down decisions, we explore: What would make things right? What do you need from me moving forward? Using our Curbside How-To Guide, both parties share needs, identify responsibilities, and agree on specific next steps—realistic, mutual, and doable.Follow Through and Rebuild Trust
One conversation doesn’t rebuild a culture—but consistent follow-through can. In restorative work, accountability means honoring commitments and checking in—not punishing failure. “Can we touch base next week?” or “Would you be open to reflecting together on how this is going?” helps ensure resolution isn’t performative. It’s a process that supports relationships over time.
Each step brings a unique lens to managing workplace or school-related issues, and understanding when to use each can help educators and administrators foster a more harmonious school community. It's essential to note that no single method is universally best. Effective conflict resolution relies on recognizing context and relationships, making agreements about “this is how we discuss and repair here,” and integrating Restorative Practices as a layer of support, especially in educational settings.
How Each Method Operates in Practice
In real school settings, these five steps often unfold fluidly. A teacher may begin by helping a dysregulated student calm and regulate, then guide them to reflect and prepare using a restorative practices think sheet before engaging in a brief curbside conversation to connect and listen. When needed, a structured restorative circle or a restorative conversation using the restorative questions supports deeper dialogue to collaborate, take responsibility, and repair or make amends. Follow-up—whether a check-in or shared reflection—helps rebuild trust and ensures lasting accountability and connection.
Among staff, these five steps help shift from tension to trust. An educator may first take time to calm and regulate before approaching a colleague. Using a Curbside Conversation — a brief, respectful dialogue to surface needs and concerns — they can connect and listen. Reflective questions or affective statements support both parties to reflect and prepare, while collaborative planning allows them to repair and problem-solve together. A follow-up check-in helps rebuild trust and maintain momentum toward a healthier workplace dynamic.
The Five C's of Conflict Resolution
While some refer to the “Five C’s” of conflict resolution—Clarify, Communicate, Collaborate, Compromise, and Commit—the truth is, schools don’t need catchy acronyms. They need shared language, practical tools, and a relational approach that holds up in real conversations between overwhelmed staff, frustrated students, or siloed teams.
Conflict resolution in schools isn’t just a formula—it’s a relational process.
At Collaborative School Culture, we focus on strategies that actually get used: affective statements that reduce defensiveness, restorative questions that guide problem-solving, structured circles that allow voices to be heard, and brief curbside conversations that prevent conflict from escalating. These are the everyday moves that help adults and students navigate conflict while staying connected and accountable.
When staff learn to spot their own stress responses (using tools like the Compass of Shame) and move toward mutual understanding through strategies like restorative questions and curbside conversations, they’re more likely to transform conflict into collaboration. It’s not just about “managing conflict”—it’s about resolving it in a way that builds trust and reinforces shared purpose.
Applying the Five Steps and Examples in Educational Settings
Restorative conflict resolution works across all levels—whether you're a student navigating peer conflict, a teacher mending trust with a colleague, or an administrator addressing staff tension.
Take a student example: after a heated argument in the hallway, two students are separated and given time to calm down and regulate. A staff member supports each with a regulating action- like breathing or isometrics - and connects with them to get on the same page, then helps them reflect and prepare using simple, structured prompts that can be on a reflection sheet, like “What happened?” and “What were you feeling?” “How do you think your behavior impacted others?” Next, a brief curbside conversation or structured restorative conversation invites them to connect and listen, share perspectives, and begin to understand one another. Once they’ve listened deeply, they collaborate and repair—identifying specific steps to make things right. Finally, an adult helps them follow up to rebuild trust, ensuring the plan sticks and the relationship is on track.
Now consider a staff example: an administrator and teacher have grown distant after a tense exchange at a team meeting. Instead of letting it linger, one initiates a restorative conversation, and both take time to calm and reflect beforehand—often with the help of tools like CSC’s Regulate Relate Reason Toolkit. In the conversation, they take turns to connect and listen, using affective statements and restorative questions to unpack what’s been happening. They move into collaboration and repair, clarifying missteps and planning changes. A follow-up a week later helps rebuild trust, turning what could’ve deepened the divide into a moment of repair and growth.
10 Effective Conflict Resolution Techniques Everyone Should Know
Here are 10 effective conflict resolution techniques grounded in Restorative Practices and adapted from the tools and strategies used at Collaborative School Culture:
Calm and Regulate First
Before addressing any conflict, give staff or students time and tools to regulate their emotions. A pause to breathe, take a walk, or use a visual aid helps prevent reactive responses.Use the Compass of Shame
Recognize common stress responses like attacking self/others, withdrawal, or denial. Understanding where you or others land on the Compass supports self-awareness and de-escalation.Reflect Before You Speak
Use tools like the Walk-the-Talk worksheet to unpack your emotional triggers, internal narrative, and unmet needs—so you enter the conversation with humility instead of blame.Curbside Conversations
Initiate short, informal check-ins using affective statements and questions to surface needs and misunderstandings early—before they spiral into major conflict.Restorative Questions
Guide conversations with reflective questions like:What happened?
What were you thinking at the time?
What do you think needs to happen now?
These foster accountability without shame.Structured Restorative Circles
Use facilitated, turn-taking circles to create a safe space for teams or classrooms to process conflict, repair harm, and strengthen relationships.Affective Statements
Express how someone’s actions impacted you using a respectful, value-based format. For example:
“I felt frustrated when the decision was made without me—I really value collaboration.”Collaborative Problem-Solving
Co-create next steps by asking:
“What do you need from me moving forward?”
“What would make things right?”
This supports mutual ownership and clarity.Check-Ins and Follow-Through
Conflict resolution isn’t complete until follow-up happens. Build in a short check-in to revisit agreements and reinforce relational trust.Practice Humility and Listen to Understand
Whether using a Curbside Conversation or circle format, the goal is not to “win”—it’s to connect, understand, and repair. Listen more than you speak, and remain open to your role in the dynamic.
Bring Restorative Conflict Resolution to Your School
Collaborative School Culture offers in-person Restorative Practices training that equips educators with practical tools for resolving conflict, rebuilding trust, and improving school culture. Whether you're navigating student behavior or staff tensions, our tailored workshops provide the skills your team needs to respond with clarity, compassion, and accountability.
Ready to transform how your school handles conflict? Contact us to learn more.