top of page
Phase 2 of the RED-CR method: Diagnosis

diagnosis

Conflict diagnosis: understand before acting

Any conflict is based on a complex dynamic where emotions, objectives and divergent perceptions are intertwined. Before intervening, it is essential to make a precise diagnosis in order to adopt the most effective strategy.

Why is diagnosis crucial?

  • Avoiding inappropriate solutions: Addressing a conflict without understanding its root causes is like putting a bandage on an infected wound.

  • Identify the type of conflict: Hot or cold conflict? Personal or systemic? Micro, meso or macro?

  • Tailor the response: A poorly analyzed situation can lead to unnecessary escalation or ineffective intervention.

RED-CR diagnostic tools

1. Identification of the type of conflict

  • Hot conflict: Open tensions, strong emotions, direct confrontations.

  • Cold conflict: Latent disagreement, avoidance, loss of communication.

  • Personal vs. Systemic: Whether the conflict is related to individual interactions or organizational dysfunction.

2. Assessment of the intensity of the conflict

  • An emerging conflict does not require the same response as a deep-rooted conflict.

  • An intensity scale allows the response to be adapted (structured dialogue, mediation, arbitration, separation).

3. Personality and organizational dynamics tests

  • Understanding how personality and corporate culture influence conflict.

  • Detect misalignments between personal values and values displayed by the organization.

✅ Result: A tailor-made, relevant and effective intervention to resolve the conflict in a lasting manner.

Module 2 in detail

Module 2: Diagnosis – identifying and understanding conflict dynamics

📅 Duration: 3 days

🕒 Interval before the next module: 1 to 2 months

🔹 Objective: To provide participants with precise analysis tools to categorize the nature of conflicts and guide appropriate interventions.

Contents covered:

1. Identification of types of conflicts:

  • Hot vs. Cold Conflicts: Recognizing Intense Emotional Tensions Versus Passive Avoidance.

  • Micro-, Meso- and Macro-conflicts: Defining conflicts at the individual, team and organizational levels.

  • Systemic vs. Linear Conflicts: Understanding Deep Dysfunctions vs. One-Time Disagreements.

2. Assessment of conflict intensity:

  • Implementation of an adapted intensity scale (inspired by the Glasl model, but specific to RED-CR).

  • Differentiate between recoverable conflicts and those requiring more structured interventions.

3. The RED-CR assessment tool:

  • Administration and interpretation of the diagnostic tool.

  • Correlation between conflict profiles and recommended intervention strategies.

Practical applications:

  1. Analysis of real cases in groups.

  2. Using diagnostic tools to map conflict intensity and type.

  3. Creation of a dashboard to monitor the evolution of conflicts within the organization.

bottom of page