Yesterday, I had the privilege of facilitating a Conflict Resolution session for the Public Safety Leadership Development Certification Program at Valencia College. But here’s the thing—conflict resolution isn’t just about techniques; it starts with organizational culture.
An organization’s culture dictates the “proper” way to behave—including how conflict is handled. Culture sets expectations for communication, decision-making, and collaboration. When culture prioritizes clear communication, feedback, and accountability, conflict becomes a tool for growth, not dysfunction.
Understanding how your culture shapes conflict management is step one. But then comes the next layer—DISC as a conflict resolution tool. When I did these sessions years ago I was so frustrated because I felt like I was just offering general ideas and not specific strategies. Becoming a DISC facilitator helped solve this issue.
Every conflict is personal, and personality matters. That’s where DISC (Dominance, Influence, Steadiness, Compliance) helps customize conflict resolution strategies:
🔴 D (Dominance) → Be direct and focus on solutions, not emotions
🟡 I (Influence) → Keep it positive and frame the discussion around collaboration
🟢 S (Steadiness) → Maintain harmony and take a patient, empathetic approach
🔵 C (Compliance) → Stick to the facts and provide clear, logical solutions
Conflict is inevitable. The real question is—is your organization’s culture enabling productive conflict resolution, or suppressing it? And, when conflict arises, are you using personality-driven strategies to solve it effectively?
I love the thought of an organization’s culture as its immune system. If the immune system is working effectively, you ‘won’t get sick’ (or if you do it will not be as intense). But, an immune system that is dysfunctional leads to disease, toxicity, and illness. How healthy is your organization’s immune system?
