[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”4.16″ custom_margin=”-77px|||||” custom_padding=”27.2344px|0px|0|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” global_colors_info=”{}”][et_pb_row column_structure=”1_3,2_3″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/08\/2023-Nate-Semi-Formal-full-torso-glass-block-background-scaled.jpg” title_text=”A man in a dark suit and white shirt stands with arms crossed, smiling confidently like today\u2019s leaders, in front of a wall made of glass blocks.” show_bottom_space=”off” align=”center” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” disabled_on=”on|on|” _builder_version=”4.27.4″ hover_enabled=”0″ animation=”off” sticky=”on” global_colors_info=”{}” alt=”A man in a dark suit and white shirt stands with arms crossed, smiling confidently like today\u2019s leaders, in front of a wall made of glass blocks.” sticky_enabled=”0″][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”4.17.3″ text_font=”PT Sans|on|||” text_text_color=”#02b875″ text_font_size=”20″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|” global_colors_info=”{}”]<\/p>\n
NATE REGIER<\/a><\/span><\/p>\n [\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”4.17.3″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|” global_colors_info=”{}”]<\/p>\n Nate Regier is the CEO and founding owner of Next Element Consulting, the leader in helping companies build their cultures of COMPASSIONATE ACCOUNTABILITY. Learn more at next-element.com.<\/span><\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.4″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” min_height=”929px” custom_margin=”0px||0px|” custom_padding=”||0px|||” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n How do your leaders navigate conflict? How often does conflict go off the rails in your organization? Do your leaders have a standard operating procedure for conflict?<\/p>\n Unfortunately, in most work cultures, how leaders approach conflict is varied, inconsistent, and mostly fraught with drama. While there are many causes of workplace conflict, including personality and value differences and unclear expectations, the most common cause we see is the tension between relationships and results.<\/p>\n When expectations rise and time pressure is on, it\u2019s almost guaranteed that your leaders experience tension between preserving the relationship but compromising results or pushing\u00a0 for results but leaving a wake of bodies behind. Either way, choosing one over the other creates problems, as shown in the diagram below.<\/p>\n Which way do you lean? Which way to your leaders lean? What about your culture as a whole? In an online poll we conducted, 72% of respondents said they choose compromise to keep the peace.<\/p>\n This dilemma arises from a false belief that compassion and accountability are somehow at odds, working against each other. To resolve the tension, leaders will often resort to picking sides, and justify their decision with excuses like, \u201cYou can\u2019t be someone\u2019s friend and boss at the same time,\u201d or \u201cIf you show vulnerability, people will take advantage of you.\u201d My favorite excuse is, \u201cI\u2019m just practicing tough love.”<\/p>\n Leaders are not adequately equipped to navigate the tension between people and performance. A study by the Victoria State Services Commission in Australia<\/a>\u00a0discovered that managers spend 30-50% of their work lives managing conflict. These managers reported that they didn\u2019t have adequate training for conflict and\u00a0didn\u2019t feel equipped to negotiate conflict effectively.<\/p>\n We just completed a large study of workplace trust and conflict and the results were revealing. Only 60% of leaders had received any formal training in conflict skills, and less than 50% of those leaders believed that the training made a positive difference. Only 48% of leaders reported feeling confident in their ability to use conflict as a catalyst for greater trust, innovation, and productivity. And it shows, because over 50% aren\u2019t confident in their direct supervisor\u2019s ability to lead effectively through conflict.<\/p>\n Over the past 15 years we\u2019ve collected outcomes data from leaders using the Compassionate Accountability\u00ae conflict framework. Ninety-six percent of those leaders say this model is more useful than anything else they\u2019ve used. This illustrates a clear gap in skills-development resources for leaders who are dealing with increasingly tense and conflict-ridden work environments. For example, learning about conflict styles has the unintended effect of normalizing unhealthy conflict and doesn\u2019t address the need for basic conflict skills, regardless of your style or personality. Scripted formulas for difficult conversations don\u2019t give leaders an effective and transferable template they can use in varied settings, so they don\u2019t have the confidence they need when it matters most.<\/p>\n Learn more about the critical difference between conflict styles and conflict skills<\/a><\/p>\n One consequence of this problem is that leaders are losing passion for their role. The Wall Street Journal recently featured manager engagement research by Gallup<\/a> showing that only 27% of managers are involved and enthusiastic about their work. DDI\u2019s 2025 Global Leadership Forecast<\/a> showed a related and equally alarming trend. For the first time in the history of their forecast, trust in immediate managers fell below trust in senior leadership. One of the top drivers of trust in leadership is their ability to communicate through conflict productively.<\/p>\n Counter to what most people believe, conflict is not the problem. Mismanagement of conflict, or drama, is the problem. Most people we work with have a negative association with conflict because of how it has been mismanaged in the past. Do any of these things happen when conflict arises in your workplace?<\/p>\n In our Trust and Conflict research, only 15% of respondents reported having mostly positive past associations with conflict.<\/p>\n Four misconceptions about conflict that give it a bad rap<\/a><\/p>\n Conflict is a natural and inevitable consequence of differences in personality, beliefs, values, experiences, and perspectives. It is a necessary part of any dynamic workplace.<\/a>\u00a0Good conflict has many positive benefits. Some of them include:<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f7f7f4″ custom_padding=”0||0px||false|false” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/08\/Nate-scaled.jpg” alt=”An employee stands and gestures while speaking to three colleagues seated at a conference table, engaged in discussion in a modern office setting with glass walls.” title_text=”An employee stands and gestures while speaking to three colleagues seated at a conference table, engaged in discussion in a modern office setting with glass walls.” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.4″ custom_margin=”1px|||||” animation_direction=”off” animation=”off” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”#efefe9″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/08\/3-4-scaled.jpg” alt=”women’s leadership” title_text=”Successful,Business,Professionals,Presenting,Analytical,Report,,Working,Together,In,Corporate” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.4″ custom_margin=”1px|||||” animation_direction=”off” animation=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.27.4″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”16.3%|10%||10%||” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n Counter to what most people believe, conflict is not the problem. Mismanagement of conflict, or drama, is the problem.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.17.3″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”20px||3.7%|||” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n NATE REGIER<\/strong><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0||25px||false|false” global_colors_info=”{}”][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_margin=”|auto||auto|false|false” custom_padding=”0||0px||false|false” custom_padding_tablet=”0px||10px||false|false” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.4″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”37px||2px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”0px||0px|||” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n Conflict will never go away, and it can\u2019t be avoided or ignored, so the only real question is how leaders will navigate the energy. There are two trajectories, based on how conflict is viewed.<\/p>\n One trajectory, which we call the Red Line of Drama, is based on a belief that conflict is the enemy. When faced with tension between compassion and accountability, leaders choose one over the other to resolve the tension, which only creates drama, wasting tremendous amounts of energy and costing your organization in terms of lost trust, talent, time, productivity, and brand reputation.<\/p>\n The other trajectory is the Green Line of Compassionate Accountability, which sees conflict as a catalyst for greater trust, innovation, and performance. Leaders on this trajectory reject the notion that building relationships is at odds with achieving performance, and they embrace healthy conflict as a way to achieve both without compromise. The result is less wasted time, more positive energy, and meeting their KPIs.<\/p>\n Drama Resilience is a person\u2019s ability to resist the pull of drama, and instead, apply Compassion AND Accountability during conflict. Think of it, simply, as the ratio of Green Line behaviors vs. Red Line behaviors. The more Green Line behaviors relative to Red Line, the more Drama Resilience. At scale, this single index can show you how the energy of conflict is being used.<\/p>\n Next Element has pioneered a scientifically validated, behavior-based assessment of Compassionate Accountability. You can assess yourself for free, find out your Drama Resilience, and get expert tips for improving your conflict skills.\u00a0 Next Element has pioneered a scientifically validated, behavior-based assessment of Compassionate Accountability. With our Compassionate Accountability Snapshot Report, you can find out your Drama Resilience and get expert tips for improving your conflict skills.<\/p>\n Why Wouldn\u2019t You Have an SOP for Conflict?<\/span><\/p>\n A Standard Operating Procedure (SOP) is a set of instructions for any repeatable process. SOPs are critical for processes and procedures that require consistent execution. For example, preparation for takeoff in an airplane, handling customer complaints, securing passengers in a rollercoaster, or installing airbags in an automobile. As you can imagine, SOPs become more important as the stakes increase.<\/p>\n So why wouldn\u2019t you have an SOP for conflict? It\u2019s one of the most frequent, important, and consequential activities any leader deals with.\u00a0Conflict gone bad is simply too costly.\u00a0<\/a><\/p>\n I remember when my daughter came home from school one day in first grade, so excited to demonstrate what she\u2019d learned about fire safety: Stop, Drop, and Roll. Stop, drop, and roll is a fire-safety technique to help minimize injury if a person\u2019s clothes catch on fire. It is simple, effective, and something anyone can remember under pressure. That\u2019s what leaders need for conflict, a procedure everyone knows how to do, the right way, when it counts.<\/p>\n What to Include in a Conflict SOP<\/strong><\/p>\n Do your leaders have an SOP for Conflict? If not, you are leaving a lot up to chance, especially in situations where people are playing with fire.<\/p>\n At Next Element, we\u2019ve been refining and teaching conflict SOPs for 15 years. Learn more in the book,\u00a0Conflict Without Casualties<\/a>, or visit NextElement.com<\/a> to learn more about installing COMPASSIONATE ACCOUNTABILITY in your leadership culture.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ min_height=”520.5px” custom_margin=”-17px||20px||false|false” custom_padding=”0px|0px|24.625px|0px||” global_module=”37900″ collapsed=”off” global_colors_info=”{}”][et_pb_row column_padding_mobile=”on” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”780px” custom_padding=”0px|0px|73.90625px|0px” use_custom_width=”on” custom_width_px=”780px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|” text_font_size_tablet=”26″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n Want new articles before they get published? 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specialists[\/et_pb_cta][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/news-cig.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.16″ animation_style=”slide” animation_direction=”left” animation_duration=”500ms” animation_intensity_slide=”10%” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_cta title=”GOV TALK” button_url=”https:\/\/www.careersingovernment.com\/tools\/gov-talk-page\/” button_text=”Government Updates” _builder_version=”4.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” button_text_size__hover_enabled=”off” 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global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/public-secot-trends.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.16″ animation=”off” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_cta title=”TRENDS” button_url=”https:\/\/www.careersingovernment.com\/tools\/hr-tips-and-strategies\/” button_text=”TRENDS” _builder_version=”4.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Public Sector Trends[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Counter to what most people believe, conflict is not the problem. Mismanagement of conflict, or drama, is the problem. <\/p>\n","protected":false},"author":3573,"featured_media":50208,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17],"tags":[8],"class_list":["post-50206","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","tag-leadership"],"acf":[],"yoast_head":"\nAddressing The Tension Between Compassion and Accountability<\/h4>\n
![\"Two](\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/08\/Picture1-300x149.jpg\")
<\/p>\nThe Leadership Conflict Skills Gap<\/h4>\n
Good Conflict Is Good For Business<\/h4>\n
\n
\n
Two Conflict Trajectories<\/h4>\n
![\"Flowchart](\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2025\/08\/Picture2-300x128.jpg\")
<\/p>\nDrama Resilience: The Measure of Organizational Health<\/h4>\n
When you are ready to build your own SOP, here are some criteria to guide the process<\/h4>\n
\n