Talk it through with Aurelius
When two of your people are in conflict and you're avoiding it
Two of your direct reports are in conflict, and you've been hoping it'll resolve itself. It won't — it's spreading, the team is picking sides, and your avoidance is starting to look like weakness. But stepping into someone else's fight feels awkward, so you keep waiting.
◆ How this problem reads on the two dials
GuidanceKnowledge
1:1 with AureliusWith others (a Pod)
Mostly a manager's craft — naming it, finding the root, holding a standard (knowledge) — with a little nerve to step in (guidance). Inherently relational.
How the two dials adapt to you →What’s really going on
Conflict between your people rarely self-resolves; unaddressed, it metastasizes into team dysfunction, and your silence reads as not-noticing or not-caring. Your job isn't to take a side or force a friendship — it's to make the conflict discussable and get them to a working relationship. We build the move: naming it, getting to the real issue underneath, and holding both to a professional standard even if they never like each other.
🔒 What you’ll build togetherUnlock by starting
KnowledgeWhy you can't wait it out
KnowledgeNot friends, but functional
KnowledgeGetting to the real issue under the fight
KnowledgeHolding both to a standard without picking a side
A moveName what you're avoiding by hoping it resolves itself — and what it's costing the team.
A moveMeet with each separately: what do they actually need from the other to work together?
PractiseThe mediation · a Pod of 4 · 30 min
What changes unlock by starting
- You address the conflict instead of hoping it away.
- Both are held to a professional standard, no sides taken.
- You get them to functional, even without friendship.
- The team stops picking sides and organizing around the rift.
One object, two jobs: a public answer to a real problem, and — the moment you start the chat — Aurelius’s live plan for your version of it.