Become a Conflict Pro.
The same conflicts keep happening. Your team can't move past them. People avoid each other, blame escalates, trust erodes. Tensions flare, you try to fix it, then you're right back where you started. The cycle won't break.
When trust has broken down and collaboration feels impossible, piecemeal solutions don't work. You need the PRO Framework—a coordinated approach that makes you Personally Regulated, Relationally Resilient, and Organizationally Rooted—all at once.
Why "Just Better Communication" Hasn't Worked
Most conflict interventions fail because they only address one part of a three-level system. You can't fix a systemic problem with individual solutions. That's why the PRO Framework addresses all three levels simultaneously.
Personal Level
WHAT'S HAPPENING: People are in threat mode. Their brains are hijacked by stress responses. Learning and growth are literally blocked by neurobiology.
WHY ONE-OFF TRAINING FAILS: You can't teach new skills to someone whose amygdala is in control. "Just communicate better" doesn't work when people's nervous systems are screaming danger.
Relational Level
WHAT'S HAPPENING: Trust has eroded through repeated harm. No explicit agreements exist about how to work together. Power differentials make honesty unsafe.
WHY TEAM BUILDING FAILS: Trust-building exercises can't overcome structural inequity or repair accumulated hurt. Connection activities feel hollow when real issues remain unaddressed.
Organizational Level
WHAT'S HAPPENING: Power is concentrated and unaccountable. Culture silences dissent. Bad behavior gets ignored. Actions do not match promises.
WHY POLICY CHANGE ALONE FAILS: New structures can't function when people lack capacity and relationships are destroyed. Words on paper don't change deeply embedded patterns.
The PRO Framework Insight: When you address just one level, the other two undermine your efforts. Real change requires simultaneous intervention across all three levels—Personally Regulated, Relationally Resilient, and Organizationally Rooted—appropriately scaled to how far the conflict has escalated.
The PRO Framework
Three levels. Addressed simultaneously. That's how you become a Conflict PRO.
Personally Regulated.
Managing your nervous system and understanding your power position so you can engage authentically rather than reactively. When leaders are in chronic stress or threat mode, their emotional state creates a team climate where collaboration becomes neurologically difficult. Personal regulation is the foundation that makes everything else possible.
Relationally Resilient.
Developing both the communication skills to stay connected through difficulty AND the repair processes to heal past harm. This means 80% building future capacity (trust, agreements, connection) and 20% clearing past wounds (repair, accountability). Without both, teams either exhaust themselves in endless repair or ignore real hurt.
Organizationally Rooted.
Creating systems and structures that distribute power more equitably and handle conflict before it becomes crisis. Power imbalances, unclear systems, and structural inequities create predictable dysfunction patterns. Individual growth and relationship repair can't overcome broken systems.
When all three levels align, teams find their way back to each other. The PRO Framework provides the roadmap for addressing conflict at every level simultaneously, creating lasting transformation instead of temporary fixes.
What is the PRO Framework?
The PRO Framework is a comprehensive approach to workplace conflict resolution that addresses dysfunction at three interconnected levels simultaneously. Developed by The Equity Practice, this framework prevents the cascade pattern where traditional single-level interventions fail.
P = Personally Regulated
Definition: Managing nervous system responses and understanding power position so leaders can engage authentically rather than reactively during conflict.
Why It Matters: When leaders are in chronic stress or threat mode, their emotional state creates a team climate where collaboration becomes neurologically difficult. Research on emotional contagion shows that leader dysregulation directly impacts team capacity to work together.
R = Relationally Resilient
Definition: Developing both the communication skills to stay connected through difficulty (80% capacity-building) AND the repair processes to heal past harm (20% restoration work).
Why It Matters: Without trust and repair skills, conflicts escalate instead of resolve. Teams need tools to navigate difficulty without fracturing relationships. The 80/20 principle ensures teams don't exhaust themselves in endless repair without building future capacity.
O = Organizationally Rooted
Definition: Creating systems and structures that distribute power more equitably and handle conflict before it becomes crisis.
Why It Matters: Power imbalances, unclear systems, and structural inequities create predictable dysfunction patterns. Individual growth and relationship repair cannot overcome broken systems. Sustainable change requires structural transformation.
Core Principle: Traditional conflict interventions fail because they only address one level at a time—communication training without examining power, leadership development without structural change, or new policies without relationship repair. The PRO Framework succeeds through simultaneous multi-level intervention, preventing untouched levels from undermining progress made elsewhere.
Research Foundation: The PRO Framework integrates findings from neuroscience (Rock's SCARF model of threat responses), emotional contagion research (Barsade, 2002; Sy et al., 2005), conflict escalation theory (Glasl's nine-stage model), power dynamics scholarship, and organizational psychology.
Why the PRO Framework Succeeds Where Others Fail
WHAT FAILS
❌ Communication Training Without Examining Power
Teaches skills people can't safely use when power differentials remain
❌ Leadership Development Without Structural Change
Creates aware leaders in systems that punish equity
❌ New Policies Without Relationship Repair
Gets undermined by unresolved harm and broken trust
❌ Conflict Resolution Without Understanding Nervous Systems
Assumes everyone's threat responses work the same
THE PRO FRAMEWORK BREAKS THESE CYCLES:
✓ Addresses All Three Levels Simultaneously
When all three levels align, untouched levels can't undermine progress
✓ Makes Power Dynamics Visible and Navigable
Power isn't ignored—it's acknowledged and addressed structurally
✓ Combines Regulation + Repair + Systems
Personal capacity enables relationship work; structural change makes repair sustainable
✓ Scales Intervention to Escalation Stage
Prevention needs a light touch; crisis needs intensive support—we match intensity to need
The PRO Framework succeeds because it addresses individual, relational, and systemic levels simultaneously, preventing the cascade pattern where untouched levels undermine progress made elsewhere.
Where Do You Start?
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Path 1: For Leaders
Start with Yourself
Most team dysfunction is downstream from leadership emotional contagion. When leaders are in chronic stress or threat mode, their teams feel it—and can't collaborate effectively. This is why we start with power-holders: higher-power individuals have a disproportionate impact on team climate.
The fastest path to team change is often through your own regulation and awareness.
Not sure if this applies to you? Take the assessment.
What you need depends on where you are.
Different escalation stages require different intervention intensity—but at every stage, we address all three PRO pillars simultaneously. Here's what that looks like:
Prevention Stage
Early warning signs: Minor tensions, avoidance, things feel "off"
Personal
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Individual reflection & self-regulation practices
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Leadership awareness building
Relational
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Communication skill-building workshops
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Trust-building practices & team norms
Organizational
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Policy & process review
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Preventive system design
Intervention Stage
Clear signs: Recurring conflicts, blame patterns, trust erosion
Personal
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Leadership coaching & nervous system work
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Emotional contagion awareness & interruption
Relational
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Structured repair conversations
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Conflict navigation skill development
Organizational
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Power dynamics analysis
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Structural equity adjustments
Crisis Stage
Severe breakdown: People can't work together, sides have formed, escalation is constant
Personal
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Intensive leader support
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External facilitation & regulation support
Relational
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Professional mediation
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Comprehensive relationship restoration process
Organizational
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Complete systems overhaul
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Culture reset & structural redesign
IMPORTANT: Notice that all three levels are addressed at every stage. The PRO Framework scales with your needs—we never address just one level, because that's when interventions fail.
Ready to Get Unstuck?
Option 1
Not Sure Where to Start?
Take an assessment to understand where your conflict has escalated and what intensity of PRO intervention you need. Get clarity on your current situation and the best next steps.
Option 2
Leaders: Start with YOU
Book a 90-minute Power Hour to build your regulation capacity and understand your role in team dynamics. When you're Personally Regulated, your team can be too.
Option 3
Teams: Get Help NOW
Book a consultation call to assess your escalation stage and design the right simultaneous intervention across all three PRO pillars.
Frequently Asked Questions About the PRO Framework
Common questions about becoming a Conflict Pro and how the PRO Framework works to resolve recurring workplace conflict.
FAQ 1: What makes the PRO Framework different from traditional conflict resolution? Traditional workplace conflict resolution typically addresses symptoms individually—communication training, team building exercises, or policy changes implemented separately. The PRO Framework differs by intervening simultaneously across three interconnected levels: personal (nervous system regulation and power awareness), relational (trust-building and harm repair), and organizational (power distribution and structural equity). This simultaneous approach prevents what we call the "cascade pattern"—where untouched organizational levels actively undermine progress made elsewhere. For example, communication training without examining power dynamics teaches people skills they can't safely use when power differentials remain. The PRO Framework addresses all three levels together, creating lasting transformation instead of temporary fixes.
FAQ 2: How long does it take to become a Conflict Pro? Timeline depends on your current escalation stage: Prevention Stage (early warning signs): 2-4 months of capacity-building work across skill development, system design, and relationship strengthening Intervention Stage (recurring conflicts, trust erosion): 3-6 months including assessment, structured repair, and system adjustment Crisis Stage (complete breakdown, constant escalation): 6-12 months for comprehensive intervention including intensive facilitation, relationship restoration, and complete systems overhaul The PRO Framework is not a quick fix. Sustainable change requires time for new patterns to embed at all three levels—personal regulation capacity, relational agreements, and organizational structures.
FAQ 3: What is the success rate of the PRO Framework? Based on research on conflict escalation, success rates vary significantly by escalation stage and intervention timing: Prevention Stage: 75-85% success rate when organizations invest in capacity-building before major conflicts emerge Intervention Stage: 60-70% success rate when addressing recurring conflicts and trust erosion Crisis Stage: 40-50% success rate due to severity of damage, but comprehensive intervention still outperforms under-intervening or single-level approaches Key finding: Success rates decline as conflicts escalate because neurological threat responses increasingly block normal learning processes. Early intervention is significantly more effective and less resource-intensive than crisis intervention.
FAQ 4: Can the PRO Framework work for remote or hybrid teams? Yes. The PRO Framework adapts to remote, hybrid, and in-person teams because it addresses the underlying dynamics that create conflict regardless of work location. However, remote/hybrid contexts require some modifications: Personally Regulated: Remote work can reduce emotional contagion visibility, making leader self-awareness even more critical Relationally Resilient: Repair conversations may require additional structure in virtual settings; trust-building needs intentional design rather than relying on casual interaction Organizationally Rooted: Communication systems, decision-making protocols, and power accountability structures must be explicitly documented when teams aren't co-located Remote/hybrid work often makes existing dysfunction more visible rather than creating it. The PRO Framework addresses the root causes regardless of work location.
FAQ 5: What's the difference between intervention stage and crisis stage? Intervention Stage indicators: Same conflicts recur despite efforts to resolve them Trust is damaged but not completely shattered Blame patterns exist but people can still work together on tasks Some team members avoid each other or difficult conversations Leadership credibility is questioned but not entirely lost Crisis Stage indicators: People literally cannot work together—collaboration has stopped Trust is completely broken, not just eroded Clear sides have formed ("us vs. them" rather than "we have a problem") Escalation happens constantly despite attempts to calm things down Key people are actively planning to leave or requesting transfers Productivity has measurably declined Leadership has lost credibility with significant parts of the team Why this distinction matters: Crisis stage requires more intensive intervention across all three PRO pillars—external facilitation, comprehensive repair processes, and complete systems overhaul rather than adjustment. Under-intervening during crisis typically leads to failure.
FAQ 6: Who should start with the PRO Framework—leaders or teams? The most effective entry point depends on your situation. Start with Leaders when: -- Leadership is the source of team dysregulation (leader chronic stress is creating team climate issues) -- Power dynamics need to be understood before team-level work can be safe -- Leaders need regulation capacity before they can effectively participate in team repair -- Organizational decision-makers need to understand the framework before approving comprehensive intervention Start with Teams when: -- Leadership is already relatively regulated and power-aware -- Team-level conflicts are the primary issue (peer-to-peer dynamics) Immediate intervention is needed to prevent key people from leaving --The team is ready for repair work and leaders can support the process Best practice: Most team dysfunction is downstream from leadership emotional contagion. When leaders are dysregulated, their teams struggle to collaborate effectively. Starting with leader regulation often accelerates team-level change because it addresses emotional contagion at the source.
FAQ 7: What if leadership isn't willing to examine power dynamics? This is a critical limitation. The PRO Framework requires genuine willingness to: -- Acknowledge how positional and social power shapes conflict dynamics -- Make structural changes, not just individual behavioral adjustments -- Accept accountability for impact, especially from those with more organizational power -- Redistribute decision-making authority and information access where needed Without leadership commitment to power-aware work, the PRO Framework cannot succeed. Relationship repair without addressing power dynamics puts lower-power individuals at risk. Skills training without structural change teaches people tools they can't safely use. If leadership resistance exists, we recommend starting with a Leader Power Hour to help decision-makers understand why power-aware intervention is necessary, or we may suggest that comprehensive PRO Framework intervention isn't the right fit for your organization at this time.
FAQ 8: How is the PRO Framework different from diversity, equity, and inclusion (DEI) initiatives? The PRO Framework and DEI work are complementary but distinct: DEI initiatives typically focus on: -- Representation and demographic diversity -- Inclusion practices and belonging -- Identity-based equity (race, gender, disability, etc.) -- Cultural competency and bias awareness The PRO Framework focuses on: -- Conflict resolution across personal, relational, and organizational levels -- Power dynamics in all forms (positional, social, identity-based) -- Nervous system regulation and emotional contagion -- Structural equity in decision-making, resource access, and accountability The connection: Identity-based power gaps create predictable conflict patterns that the PRO Framework addresses. Many organizations need both DEI capacity-building AND conflict resolution infrastructure. The PRO Framework's Organizationally Rooted pillar includes work on structural equity that supports DEI goals. We often work alongside DEI practitioners, providing the conflict resolution and power-aware facilitation expertise that makes DEI initiatives more sustainable.
FAQ 9: What does "80/20 principle" mean in the PRO Framework? The 80/20 principle refers to the balance between capacity-building (80%) and repair work (20%) in sustainable conflict resolution. 20% Repair Work: Acknowledging specific past harm Taking responsibility for impact Making concrete commitments to change Restoring trust through consistent follow-through 80% Capacity-Building: Developing ongoing communication skills Creating clear agreements about working together Building trust through regular positive interaction Designing systems that prevent future harm Why this balance matters: Organizations that focus primarily on repair exhaust themselves processing past harm without building capacity to prevent future harm. Organizations that only do capacity-building ignore real hurt and create superficial change that doesn't address accumulated damage. The PRO Framework ensures both happen: the critical 20% of repair work clears past wounds so teams can move forward, while the essential 80% of capacity-building creates the infrastructure for sustainable collaboration.
FAQ 10: Can we use the PRO Framework ourselves, or do we need external support? The answer depends on your escalation stage and internal capacity: Prevention Stage—Self-Implementation Possible: Organizations with strong internal facilitation capacity Teams that have existing trust and psychological safety When power dynamics are relatively balanced For proactive capacity-building before major conflicts emerge Many organizations successfully use PRO Framework principles for prevention-stage work after initial training. Intervention/Crisis Stages—External Support Recommended. Power-aware facilitation: Internal facilitators often lack the positional authority to hold leaders accountable Nervous system regulation: When teams are in threat mode, internal efforts often trigger more defensiveness Comprehensive assessment: Accurate diagnosis requires confidential interviews that internal staff may not be trusted to conduct Structural redesign: Changing power distribution requires external perspective on what's truly equitable Hybrid approach: Some organizations bring us in for assessment and intensive phases (repair, facilitation), then handle ongoing implementation internally with our coaching support.
FAQ 11: What research supports the PRO Framework? The PRO Framework integrates findings from multiple research domains: Neuroscience of Conflict: Rock's SCARF model (2008) identifying five threat domains that trigger defensive responses Porges's Polyvagal Theory (2011) explaining how nervous system states affect collaboration capacity Research showing that threat responses literally block cognitive capacity for learning and change Emotional Contagion: Barsade (2002) demonstrating how emotions spread through groups Sy, Côté, & Saavedra (2005) showing leader mood directly impacts team coordination Research on how leader dysregulation creates team climates where collaboration becomes neurologically difficult Power Dynamics: Critical organizational studies on how power shapes who can speak, who gets heard, and whose needs matter Research on identity-based power gaps (race, gender, class) creating predictable dysfunction patterns Studies showing traditional conflict resolution can harm lower-power individuals when power dynamics aren't addressed Conflict Escalation: Glasl's nine-stage conflict escalation model showing predictable progression patterns Research demonstrating that intervention strategies effective in early stages fail during crisis Evidence that success rates decline sharply as conflicts escalate Organizational Systems: Systems theory showing how untouched organizational levels undermine change efforts Research on sustainable organizational change requiring multi-level intervention Studies demonstrating that structural inequities recreate dysfunction patterns regardless of individual efforts
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