A rapid diagnostic tool for executives and boards.
Why leaders need clarity before they act — and how early diagnostic work prevents escalation.
Commercial conflict rarely begins with a dramatic event. More often, it emerges through a series of small signals: a shift in tone, a breakdown in communication, a pattern of missed expectations, or a subtle change in how people show up in meetings. By the time leaders recognise these signals as conflict, the situation has usually been developing for weeks or months. What they are seeing is not the beginning of the problem — it is the point at which the problem becomes visible.
This is why a Commercial Conflict Diagnostic is so valuable. It gives leaders a structured, independent way to understand what is actually happening beneath the surface. Most organisations respond to conflict by reacting to the loudest voice, the most urgent email, or the most senior person involved. But conflict is rarely about the presenting issue. It is about the underlying drivers: misaligned expectations, unclear roles, competing priorities, personality dynamics, or a breakdown in trust. Without a diagnostic, leaders end up treating symptoms rather than causes.
A diagnostic creates clarity. It maps the conflict landscape, identifies the real pressure points, and separates fact from interpretation. It gives leaders a grounded understanding of the situation so they can make commercially intelligent decisions rather than emotional or reactive ones. It also reduces the risk of escalation. When people feel heard, understood, and taken seriously, the emotional intensity drops. When leaders have a clear picture of the dynamics, they can intervene early and effectively.
The diagnostic process is not about assigning blame. It is about understanding the system. Conflict is rarely the fault of one person. It is usually the result of misalignment between people, processes, expectations, and communication patterns. A diagnostic helps leaders see the whole picture — not just the part that is loudest or most visible.
This early clarity protects value. It prevents unnecessary legal escalation. It reduces the time leaders spend managing tension. It stabilises relationships before they fracture. And it gives advisers a clear brief so they can support the business strategically rather than reactively.
This is where RESOLVE operates. The diagnostic is the first step in our early‑stage intervention model. It gives leaders the insight they need to act with confidence, protect relationships, and prevent the conflict from becoming entrenched. It is not a report. It is a strategic tool — one that helps businesses regain control of the situation before it becomes expensive, distracting, or damaging.
Score each item from 1 (Low) to 5 (High). Tick or enter the score in the box.
1. Conflict Type
(Score the dominant type of conflict)
| Conflict Type | Score (1–5) |
|---|---|
| Governance | ☐ |
| Shareholder | ☐ |
| Executive / Leadership | ☐ |
| Operational | ☐ |
| Strategic | ☐ |
| Interpersonal | ☐ |
| Multi‑party | ☐ |
2. Commercial Impact
(Score each impact area that applies)
| Commercial Impact | Score (1–5) |
|---|---|
| Revenue risk | ☐ |
| Cost escalation | ☐ |
| Productivity loss | ☐ |
| Reputation damage | ☐ |
| Strategic delay | ☐ |
| Cultural deterioration | ☐ |
3. Human Impact
(Score each human‑level effect)
| Human Impact | Score (1–5) |
|---|---|
| Stress and burnout | ☐ |
| Loss of trust | ☐ |
| Team fragmentation | ☐ |
| Leadership instability | ☐ |
4. Urgency Level
(Select one — or score multiple if needed)
| Urgency Level | Score (1–5) |
|---|---|
| Immediate (crisis) | ☐ |
| High (material risk) | ☐ |
| Moderate (contained but unstable) | ☐ |
| Low (monitoring required) | ☐ |
Total Weighted Score
(Sum of all selected scores) Total Score: ☐
Interpretation
- 0–20 → Low‑level conflict, manageable with early intervention
- 21–40 → Moderate conflict, targeted resolution recommended
- 41–60 → High conflict, structured intervention required
- 61+ → Critical conflict, immediate stabilisation essential
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