Conflict Resolution Resources

Conflict can become difficult to address when communication breaks down, trust deteriorates or the people involved become fixed in opposing positions. Mediation provides a structured process in which an impartial third party helps participants communicate, clarify the issues and explore how they may wish to move forward. The mediator does not determine who is right, impose a solution or guarantee an agreement. The participants retain responsibility for the decisions they make

Groups are often asked to make decisions, address concerns or work through differences together. Yet bringing people into the same room does not automatically create a constructive conversation. Participants may have different expectations, experiences and levels of influence. Some may speak readily while others hesitate to participate. When relationships are strained or the outcome matters deeply, the process used to guide the conversation becomes especially important. Facil

Difficult conversations are part of professional and personal life. They may involve performance concerns, unmet expectations, strained relationships, competing priorities or decisions that affect others. What makes these conversations difficult is not always the subject itself. Uncertainty, strong emotions, power differences and concerns about how the other person may respond can all make it tempting to delay or avoid the discussion. Avoidance may provide temporary relief, b

Conflict de-escalation techniques can help reduce emotional intensity, restore communication and prevent a difficult interaction from becoming more harmful. De-escalation does not mean avoiding the conflict, dismissing concerns or forcing people to calm down. It means responding in a way that creates enough space for people to think, communicate and decide what should happen next. The techniques below draw on principles taught by the Canadian Institute for Conflict Resolution

Workplace conflict is a normal part of organizational life. People bring different responsibilities, experiences, expectations, communication styles and priorities to their work. These differences can generate useful discussion, but they can also produce tension when concerns remain unspoken or relationships begin to deteriorate. Managing workplace conflict does not mean eliminating every disagreement. It means recognizing when conflict arises, understanding what is contribut

Conflict is normal wherever people live, work or share responsibilities. It can reveal unclear expectations, unmet needs, competing priorities or patterns that require attention. When conflict is avoided, a disagreement about one issue can begin to affect trust, communication and the wider group. Addressing it early can clarify misunderstandings, prevent additional issues from accumulating and preserve important relationships. What Is Conflict Resolution? Based on CICR’s fram

Conflict resolution is not only about reaching agreements or resolving disputes. Lasting peace requires addressing what often remains beneath the surface: unresolved hurt, anger, resentment, fear, and the desire for retaliation

We're pleased to share that the Canadian Institute for Conflict Resolution (CICR) was recently invited to contribute to the Ottawa Business Journal on a topic we believe is increasingly important for today's organizations: building conflict-resilient workplaces. In this article, our Services Director and TPN practitioner, Monique Newton, explores how leaders shape the culture around conflict—not simply through policies, but through the way they show up, respond, and engage wi

Explore CICR’s 2025 highlights—building conflict-resilient organizations through training, dialogue, and community-based practice.

On Sunday, September 14, 2025, community members and city leaders gathered at Ellwood Hall, Jim Durrell Recreation Centre, to reaffirm...

From May 29 to 31, we had the privilege of participating in the Federation of Canadian Municipalities (FCM) Annual Conference and Trade...

In December 2022, CICR had the privilege of engaging in a community dialogue initiative in Ethiopia, a nation with a rich cultural...

From October 2016 to March 2017, the Danish Demining Group (DDG) implemented a conflict mediation training program in Afghanistan as part...

As Serbia works toward European Union membership, the country is undergoing significant judicial reforms aimed at increasing the...

Insecurity in the remote border regions of the Sahel stems from several factors, including porous borders, weak state capacity, illicit...

Macedonia’s aspirations to join the European Union necessitated significant judicial reforms, particularly to enhance the efficiency and...

In 1998-1999, ethnic conflicts in the Jakarta region, traditionally directed against Chinese Indonesians, expanded to involve people of...

From September to December 2014, the Canadian Institute for Conflict Resolution (CICR) collaborated with the Danish Refugee Council to...

In 1998, CICR was contracted by the Canadian International Development Agency (CIDA) to implement a four-year initiative aimed at...

Explore CICR's transformative impact in Taiwan, fostering conflict resolution through training, local partnerships, and a legacy of peacebui