Get in Touch

Teams don’t fall apart because of conflict.

They fall apart when no one knows how to move through it.

The real issue isn’t disagreement, it’s what we do next.
Under pressure, even the smartest people rely on reflexes that once protected them—but now sabotage trust, clarity, and collaboration.

At Russo Leadership, we see conflict as data: a signal that something in the system needs attention.
Repeated tension isn’t about “difficult people.” It’s a patterned response—one that can be named, reframed, and led differently.

The 6 Conflict Reflexes: What Teams Do to Avoid the Real Work

These aren’t personality flaws. They’re old coping strategies—moves people make when safety feels low and stakes feel high.

Let’s name them:

1. Withdrawal: Going quiet or checking out. The tension doesn’t go away—it just simmers under the surface.
2. Defensiveness: Over-explaining, justifying, or deflecting blame instead of listening.
3. Overpowering: Taking over conversations, rushing decisions, or interrupting to regain control.
4. Deflection: Using humor, optimism, or vagueness to dodge discomfort.
5. Over-accommodating: Saying yes to keep the peace, while privately disagreeing or disengaging.
6. Overanalyzing: Getting stuck in logic, process, or data to avoid naming emotional tension.

Each of these feels safer in the moment—but they trade short-term comfort for long-term clarity.

Why These Patterns Stick

Because they work—in the short term. They:

• Relieve pressure
• Maintain surface harmony
• Protect ego or reputation

But over time, they drain trust and stall progress. Especially when there’s:

• Unclear roles or priorities
• Low psychological safety
• No shared language for disagreement

What starts as a reflex becomes a norm.
And what becomes normal shapes the culture.

4 Moves Leaders Can Make to Shift the Pattern

You can’t eliminate conflict. But you can change what it costs your team. Here's how:

1. Name the Pattern—Without Shaming

↪ I’m noticing we’ve revisited this issue a few times without resolution.”
↪ “It feels like we’re avoiding something important—can we pause and name it?”

The goal isn’t blame. It’s visibility.

2. Normalize Conflict as a Sign of Engagement

↪ “We don’t have to agree yet—we just need to be honest.”
↪ “Tension isn’t a problem. It means people care.”

This shifts the tone from threat to opportunity.

3. Create Shared Rules for Productive Friction

Ask your team:

↪ “How do we want to show up when we disagree?”

Then agree on simple norms:

• Curiosity over defensiveness.
• Facts over assumptions.
• Clarity over comfort.

4. Build in Time to Process and Re-engage

Not everyone responds in real time.

Create space after heated discussions to check in, clarify, or reset.

Conflict recovery isn’t optional—it’s a team habit that builds trust.

Final Thought: Conflict Isn’t the Threat. Avoidance Is.

If your team is stuck in tension, don’t rush to resolve it.
Slow down, get curious, and look at the pattern.

You don’t need fewer conflicts. You need better recoveries.

In high-performing teams, conflict becomes a tool (not a threat) when leaders know how to use it.

Want a Shortcut? Use Tools Like DiSC®

These patterns are universal, but they show up differently for different people.

Tools like Everything DiSC® Productive Conflict help teams understand their default responses under pressure, so they can shift faster and with less friction.

For example:

• Some DiSC styles push harder under stress.
• Others pull away or try to smooth things over.

Recognition leads to awareness. Awareness opens the door to new choices.

→ Learn more about our DiSC-based programs.