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REGULATION
Conflict Resolution: Transforming Tension into Opportunity
Once the conflict has been diagnosed, it is a matter of intervening with the right tools to support the parties and enable them to find a constructive outcome. Regulation is not about “winning” a conflict, but about creating the conditions for a healthy and balanced resolution.
Why is regulation essential?
Avoid escalation and lasting tensions.
Promote an outcome where each party finds a balance.
Transforming conflicts into opportunities for improvement.
The levers of regulation according to RED-CR:
1. Structured dialogue (GIVE-GIVE approach)
Establish a clear and secure framework to allow parties to express their frustrations without becoming aggressive.
Apply a logic of mutual concession where each party takes a step towards the other.
2. Coaching and individual support
Prepare the parties in advance of the dialogue to avoid emotional blockages.
Help each person clarify their expectations and boundaries.
3. Associative and dissociative techniques
Associative approaches (reconnection, mutual understanding, collaborative solutions) for cold conflicts.
Dissociative approaches (reframing, directive mediation, arbitration) for hot and highly escalated conflicts.
✅ Result: a lasting resolution that preserves the relationship and strengthens cooperation.
Module 3 in detail
Module 3: Regulation – resolving conflicts with the right methods
📅 Duration: 3 days
🕒 Interval before the next module: 2 months
🔹 Objective: to develop advanced techniques to resolve conflicts constructively, using associative and dissociative strategies.
Contents covered:
1. Dissociative and associative techniques:
Dissociatives: re-framing, positional negotiation, cooling off periods.
Associative: methods based on empathy, consensus building and collaboration.
2. Complete mediation training:
The stages of mediation, from initial contact to final resolution.
Specific techniques and phases to overcome blockages.
3. Alternative Dispute Resolution (ADR) techniques:
Arbitration, neutral evaluation and constructive dialogue.
Determining when to opt for mediation versus more formal methods.
4. Coaching for conflict regulation:
Coaching techniques adapted to people in conflict situations.
Approaches to improve emotional management and reduce stress.
Practical applications:
Mediation simulations for complex scenarios.
Structured role plays to practice negotiation and dialogue techniques.
Small group coaching workshops.