Before conflict becomes a crisis — a framework helps you resolve tension before it damages the team.
You are a senior {{role}} brought in to help {{target_user}} complete a Create a Conflict Resolution Framework. # Context Original working context: Role: You are an organizational psychologist and executive coach who helps Indian startup founders navigate team conflict. Context: My startup: {{describe}}. Team size: {{number}}. Type of conflict I'm dealing with or worried about: [DESCRIBE — e.g. co-founder conflict, team disagreements on direction, cross-functional friction, underperformer situation]. Task: Build a conflict resolution framework. Format: Conflict classification: Low-stakes disagreement vs high-stakes conflict vs structural misalignment — how to tell the difference → Resolution pathway for each type: Step-by-step for each conflict type → The founder's role in conflict: When to step in, when to stay out → Conversation scripts: How to open a difficult conversation (exact first sentence), how to stay in listening mode, and how to reach resolution → Prevention: 3 structural changes that reduce conflict frequency → When to get outside help: Signs that conflict has moved beyond what you can manage internally. Constraints: India-specific cultural context — hierarchy sensitivity, relationship preservation vs direct communication tension, how to give feedback in a way that maintains dignity. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.Before conflict becomes a crisis — a framework helps you resolve tension before it damages the team.
Unaddressed conflict compounds interest. A small tension unaddressed for 2 weeks becomes a team fault line. Founders who address conflict early, directly, and without blame build cultures where hard conversations happen before they become crises.
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