Now, let’s create a plan to put the solution in action. The complexity of this plan should vary with the complexity of the situation. For simple conflicts, you may frame an agreement like this: “Janice and I will take turns taking new customers, and we will make sure that we let each other know when this happens.”

With complex situations, such as those involving a group of people or multiple option solutions, a detailed action plan may be appropriate. It is important that each party take responsibility for implementing the solution, even if it is determined that one party is at fault.

For example, let’s say that the conflict resolution process has determined that communication issues between Janet and Susan are causing most of the conflict over new customer assignment. Although Janet and Susan are going to work on this problem by improving communication and keeping fairness in mind, the remainder of the team will be responsible for supporting Janet and Susan and following up to make sure no further issues arise.

The action plan should also include a list of things to do if the conflict is not actually resolved after implementing the solution. Typically, the parties will re-evaluate the cause and effect diagram to ensure their analysis of the root cause was accurate. They may also want to examine their criteria and explore other solutions.