Navigating Conflict: An Interactive Decision-Making Experience
Every decision has consequences. How will you respond?
Start
How This Experience Works
You will navigate three realistic conflict scenarios across different situations. At each step, choose how you would respond. Your choices will influence how each situation unfolds. There are no perfect answers—only more effective approaches depending on the situation.
Start
Scenario 1: Team Meeting Tension
You are part of a project team preparing a presentation for upper management. You were responsible for developing one of the main sections, and you spent several hours organizing the content and aligning it with project guidelines.
During a team meeting, your coworker Alex reviews your section and says:
“I’m not gonna lie, this part is kind of hard to follow… it feels a little disorganized. It doesn’t really feel like your strongest work.”
There’s a pause. The room goes quiet for a moment. A couple of team members glance at each other, then back at their screens.
You feel caught off guard- not only is your work being criticized, but the comment feels slightly personal. You weren't expecting feedback like this in front of the group.
Your manager is watching the interaction, waiting to see how you respond.
Next
What do you say in the moment?
Consider how your response may influence the situation.
Response:
Alex pauses. “Okay… I’m just saying it’s hard to follow.” The room feels slightly tense.
This response defends your work, but may increase tension and limit collaboration.
Next
Response:
The meeting continues, but the comment lingers. You feel frustrated, but nothing is clarified.
Avoiding the situation prevents conflict, but leaves the issue unresolved.
Next
Response:
Alex nods slightly. “Yeah, I think this part just needs to be clearer.”
This response invites clarification and keeps the conversation productive.
Next
After the meeting...
The comment still bothers you after the meeting ends.
Consider how your response may influence the situation.
Response:
Alex responds: “I wasn’t trying to call you out… I was just giving feedback.”
This response addresses the issue, but may increase defensiveness.
Next
Response:
You move forward, but the feedback remains unclear.
Avoiding the conversation keeps things calm, but may impact your work quality.
Next
Response:
Alex says: “Sure that sounds great.”
This response focuses on improvement and supports collaboration.
Next
Moving toward resolution
You and Alex meet to discuss the feedback. The conversation could go in different directions depending on how you approach it.
Consider how your response may influence the situation.
Partial Resolution
You make some adjustments to your section, but expectations were never fully clarified. Some confusion remains within the team.
Next
Task Completed, Tension Remains
The work gets completed, but the tension from the interaction lingers. Communication within the team feels strained moving forward.
Next
Collaborative Resolution
You and Alex walk through the feedback together and clarify the structure. The section becomes clearer, and the team moves forward with a stronger final presentation.
Next
REflect
- How did your response impact the interaction?
- What would you do differently?
- Which response felt most effective?
Next
Scenario 2: Academic Conflict: Unequal Contribution
You are part of a group of four working on a major project that makes up a significant part of your final grade. Over the past week, your group has been meeting regularly and dividing tasks.
One group member, Jordan, has missed the last two meetings and has not contributed to the shared document or their assigned sections. With the deadline now three days away, the rest of the group completed Jordan’s sections to stay on track.
During your next meeting, Jordan joins late, scrolls through the document, and says:
“Yeah… I don’t really like how you guys did my part. This isn’t really what I had in mind.”
There’s a pause.
One teammate says, “Wait, you didn’t even do it.”
Another exhales and leans back into their chair.
Now the tension is out in the open
Next
How do you respond?
Consider how your response may influence the situation.
Response:
Jordan shrugs. “I mean… I still think it could’ve been done better.” The tension doesn’t go away.
This response explains the situation, but may not fully address accountability.
Next
Response:
Jordan pauses. “Okay… I mean, I can take another look at it.” The group is still tense, but more focused.
This response sets a boundary while keeping the group moving forward.
Next
Response:
Jordan leans back. “Okay… I’m just saying it’s not what I would’ve done.” Another teammate sighs.
This response expresses frustration clearly, but may escalate tension within the group.
Next
The tension continues...
Jordan looks back at the document. “I just think it could’ve been done better.”
Consider how your response may influence the situation.
Response:
Jordan looks at the document again. “Alright… I can change it and send something tonight.”
This response redirects toward accountability and collaboration.
Next
Response:
Jordan nods slightly. “Okay… I guess we’ll just leave it.” The issue remains unresolved.
This response prioritizes efficiency, but leaves tension and expectations unclear.
Next
Response:
Jordan crosses their arms. “Alright… whatever.” The group dynamic shifts, and communication drops.
This response reinforces frustration, but may reduce collaboration.
Next
Final decision before submission
Consider how your response may influence the situation.
Tension Remains
The project is completed, but frustration about unequal contributions remains, affecting group communication.
Next
Structured but Tense
Clear expectations are set, but the tone creates pressure. The group completes the project, though the dynamic feels slightly strained.
Next
Collaborative Resolution
Jordan revises their section, and the group reviews it together. Expectations are clarified, and the project is completed with stronger alignment
Next
Reflect
- How did your response influence the group dynamic?
- What would you do differently in a real situation?
- How did you balance accountability and collaboration?
Next
Scenario 3: Supervisor Tension
You are a relatively new employee at your organization, but you have several years of prior experience in your role. You carefully follow the curriculum and lesson plans that have been approved by your supervisor. During a class session, while you are in the middle of teaching, your supervisor walks in unexpectedly and says in front of your students: “You’re spending too much time on this. You need to move on and start the skills portion.” The room goes quiet. You feel your authority shift. A week later, the same thing happens again. After class, your supervisor calls you into their office and says: “You’re not using your time effectively. This isn’t how we expect instruction to be delivered.” You feel frustrated, especially because you’ve been following the approved structure.
Next
In the moment (in front of students)
Consider how your response may influence the situation.
Response:
Your supervisor pauses briefly. “Just move on.” The room feels tense, and students are watching closely.
This response defends your approach, but may escalate tension in a public setting.
Next
Response:
You shift to the skills portion. The lesson feels slightly rushed and out of sequence.
This response avoids confrontation, but may disrupt your planned instruction.
Next
Response:
Your supervisor nods slightly and steps back. The class continues, but the moment lingers.
This response maintains control of the situation while reducing public tension.
Next
After Class (Private Meeting)
Your supervisor calls you into their office and reapers that you are “not using time effectively.”
Consider how your response may influence the situation.
Response:
Your supervisor responds: “I don’t have time to go through everything. You just need to be more efficient.”
This response seeks clarity, but may still be met with limited support.
Next
Response:
Your supervisor nods. “Good. That’s what I need to see.”
This response avoids conflict, but does not clarify expectations.
Next
Response:
Your supervisor responds: “Then you need to adjust how you’re delivering it.”
This response expresses concern, but may lead to defensiveness without gaining clarity.
Next
Ongoing Pattern
The behavior continues, and you begin to notice a pattern.
Consider how your response may influence the situation.
Unclear Direction
You adjust your approach without clear guidance. Feedback remains inconsistent, leaving you uncertain about expectations.
Next
Tension Persists
You address the issue, but your supervisor remains dismissive. Expectations are still unclear, and the tension continues.
Next
Improved Alignment
You begin to clarify expectations with your supervisor. While the tone remains direct, you gain a better understanding of how to adjust your instruction moving forward.
Next
Reflect
- How did your response impact the situation?
- How did you manage communication with a supervisor?
- What would you do differently in a real workplace setting?
Final Reflection
Final reflection
You have completed three conflict scenarios across different situations. Take a moment to reflect on your decisions, communication approach, and how your responses influenced each outcome. Click below to complete a short reflection activity.
Navigating Conflict: An Interactive Decision-Making Experience
Andrea Ege
Created on March 23, 2026
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Transcript
Navigating Conflict: An Interactive Decision-Making Experience
Every decision has consequences. How will you respond?
Start
How This Experience Works
You will navigate three realistic conflict scenarios across different situations. At each step, choose how you would respond. Your choices will influence how each situation unfolds. There are no perfect answers—only more effective approaches depending on the situation.
Start
Scenario 1: Team Meeting Tension
You are part of a project team preparing a presentation for upper management. You were responsible for developing one of the main sections, and you spent several hours organizing the content and aligning it with project guidelines. During a team meeting, your coworker Alex reviews your section and says: “I’m not gonna lie, this part is kind of hard to follow… it feels a little disorganized. It doesn’t really feel like your strongest work.” There’s a pause. The room goes quiet for a moment. A couple of team members glance at each other, then back at their screens. You feel caught off guard- not only is your work being criticized, but the comment feels slightly personal. You weren't expecting feedback like this in front of the group. Your manager is watching the interaction, waiting to see how you respond.
Next
What do you say in the moment?
Consider how your response may influence the situation.
Response:
Alex pauses. “Okay… I’m just saying it’s hard to follow.” The room feels slightly tense.
This response defends your work, but may increase tension and limit collaboration.
Next
Response:
The meeting continues, but the comment lingers. You feel frustrated, but nothing is clarified.
Avoiding the situation prevents conflict, but leaves the issue unresolved.
Next
Response:
Alex nods slightly. “Yeah, I think this part just needs to be clearer.”
This response invites clarification and keeps the conversation productive.
Next
After the meeting...
The comment still bothers you after the meeting ends.
Consider how your response may influence the situation.
Response:
Alex responds: “I wasn’t trying to call you out… I was just giving feedback.”
This response addresses the issue, but may increase defensiveness.
Next
Response:
You move forward, but the feedback remains unclear.
Avoiding the conversation keeps things calm, but may impact your work quality.
Next
Response:
Alex says: “Sure that sounds great.”
This response focuses on improvement and supports collaboration.
Next
Moving toward resolution
You and Alex meet to discuss the feedback. The conversation could go in different directions depending on how you approach it.
Consider how your response may influence the situation.
Partial Resolution
You make some adjustments to your section, but expectations were never fully clarified. Some confusion remains within the team.
Next
Task Completed, Tension Remains
The work gets completed, but the tension from the interaction lingers. Communication within the team feels strained moving forward.
Next
Collaborative Resolution
You and Alex walk through the feedback together and clarify the structure. The section becomes clearer, and the team moves forward with a stronger final presentation.
Next
REflect
Next
Scenario 2: Academic Conflict: Unequal Contribution
You are part of a group of four working on a major project that makes up a significant part of your final grade. Over the past week, your group has been meeting regularly and dividing tasks. One group member, Jordan, has missed the last two meetings and has not contributed to the shared document or their assigned sections. With the deadline now three days away, the rest of the group completed Jordan’s sections to stay on track. During your next meeting, Jordan joins late, scrolls through the document, and says: “Yeah… I don’t really like how you guys did my part. This isn’t really what I had in mind.” There’s a pause. One teammate says, “Wait, you didn’t even do it.” Another exhales and leans back into their chair. Now the tension is out in the open
Next
How do you respond?
Consider how your response may influence the situation.
Response:
Jordan shrugs. “I mean… I still think it could’ve been done better.” The tension doesn’t go away.
This response explains the situation, but may not fully address accountability.
Next
Response:
Jordan pauses. “Okay… I mean, I can take another look at it.” The group is still tense, but more focused.
This response sets a boundary while keeping the group moving forward.
Next
Response:
Jordan leans back. “Okay… I’m just saying it’s not what I would’ve done.” Another teammate sighs.
This response expresses frustration clearly, but may escalate tension within the group.
Next
The tension continues...
Jordan looks back at the document. “I just think it could’ve been done better.”
Consider how your response may influence the situation.
Response:
Jordan looks at the document again. “Alright… I can change it and send something tonight.”
This response redirects toward accountability and collaboration.
Next
Response:
Jordan nods slightly. “Okay… I guess we’ll just leave it.” The issue remains unresolved.
This response prioritizes efficiency, but leaves tension and expectations unclear.
Next
Response:
Jordan crosses their arms. “Alright… whatever.” The group dynamic shifts, and communication drops.
This response reinforces frustration, but may reduce collaboration.
Next
Final decision before submission
Consider how your response may influence the situation.
Tension Remains
The project is completed, but frustration about unequal contributions remains, affecting group communication.
Next
Structured but Tense
Clear expectations are set, but the tone creates pressure. The group completes the project, though the dynamic feels slightly strained.
Next
Collaborative Resolution
Jordan revises their section, and the group reviews it together. Expectations are clarified, and the project is completed with stronger alignment
Next
Reflect
Next
Scenario 3: Supervisor Tension
You are a relatively new employee at your organization, but you have several years of prior experience in your role. You carefully follow the curriculum and lesson plans that have been approved by your supervisor. During a class session, while you are in the middle of teaching, your supervisor walks in unexpectedly and says in front of your students: “You’re spending too much time on this. You need to move on and start the skills portion.” The room goes quiet. You feel your authority shift. A week later, the same thing happens again. After class, your supervisor calls you into their office and says: “You’re not using your time effectively. This isn’t how we expect instruction to be delivered.” You feel frustrated, especially because you’ve been following the approved structure.
Next
In the moment (in front of students)
Consider how your response may influence the situation.
Response:
Your supervisor pauses briefly. “Just move on.” The room feels tense, and students are watching closely.
This response defends your approach, but may escalate tension in a public setting.
Next
Response:
You shift to the skills portion. The lesson feels slightly rushed and out of sequence.
This response avoids confrontation, but may disrupt your planned instruction.
Next
Response:
Your supervisor nods slightly and steps back. The class continues, but the moment lingers.
This response maintains control of the situation while reducing public tension.
Next
After Class (Private Meeting)
Your supervisor calls you into their office and reapers that you are “not using time effectively.”
Consider how your response may influence the situation.
Response:
Your supervisor responds: “I don’t have time to go through everything. You just need to be more efficient.”
This response seeks clarity, but may still be met with limited support.
Next
Response:
Your supervisor nods. “Good. That’s what I need to see.”
This response avoids conflict, but does not clarify expectations.
Next
Response:
Your supervisor responds: “Then you need to adjust how you’re delivering it.”
This response expresses concern, but may lead to defensiveness without gaining clarity.
Next
Ongoing Pattern
The behavior continues, and you begin to notice a pattern.
Consider how your response may influence the situation.
Unclear Direction
You adjust your approach without clear guidance. Feedback remains inconsistent, leaving you uncertain about expectations.
Next
Tension Persists
You address the issue, but your supervisor remains dismissive. Expectations are still unclear, and the tension continues.
Next
Improved Alignment
You begin to clarify expectations with your supervisor. While the tone remains direct, you gain a better understanding of how to adjust your instruction moving forward.
Next
Reflect
Final Reflection
Final reflection
You have completed three conflict scenarios across different situations. Take a moment to reflect on your decisions, communication approach, and how your responses influenced each outcome. Click below to complete a short reflection activity.