đź’Ą Key Idea: Normalize Conflict
Let’s bust the myth:
🔵 Conflict ≠confrontation
🔵 Conflict ≠failure
🔵 Conflict is feedback in disguise
Why we avoid it:
🔵 Fear of awkwardness
🔵 Fear of ruining relationships
🔵 Fear of being misunderstood or sounding “mean”
🧠Reframe: Conflict is a signal — not a stop sign. The key is how we respond, not react.
🧰 Tool: The SBI Model (Situation–Behavior–Impact)
The SBI model keeps things grounded, fact-based, and respectful — so emotions don’t take over the message.
| Element | What to Include | Example |
|---|---|---|
| S = Situation | The specific time/place | “During yesterday’s project meeting…” |
| B = Behavior | What the person did (factually) | “…you interrupted me three times…” |
| I = Impact | How it affected you/the team | “…which made it hard for me to share my update clearly.” |
âś” Keeps it focused on behavior, not personality
âś” Avoids blame or assumptions
âś” Opens space for change and understanding
🧪 Activity: Conflict Role-Play Using SBI
Instructions:
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Break into small groups or pairs
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Choose one of the sample conflict scenarios (or come up with your own)
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One person plays the feedback-giver, using SBI
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The other plays the teammate receiving the feedback
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Switch roles
Scenarios to Choose From:
🔵 A teammate misses deadlines without communication
🔵 A colleague makes sarcastic remarks in meetings
🔵 Someone keeps taking credit for shared work
🔵 A coworker sends unhelpfully short or unclear emails
Debrief Questions:
🔵 How did it feel to give feedback using SBI?
🔵 What was easier/harder than expected?
🔵 How did the tone affect how it was received?
✨ Advanced Tip:
Practice ending your SBI feedback with a solution-focused prompt like:
“Going forward, how can we make this work better for both of us?”
This keeps the tone collaborative and goal-oriented — not accusatory.
🎯 Takeaway:
Conflict is normal — and when you learn how to talk about it, it becomes less scary and more productive.
The SBI model gives you a calm, confident way to speak up without starting a fight.