How can you identify when a conflict is escalating?

Indeed a conflict can be defined as tension between parties. However, someone can be in conflict with oneself as well. Hence, conflict do not happen in isolation. It has triggers. Emotional conflict, depression, lack of good communication skills, misunderstood statements, criticism, etc all are pedestals towards conflict escalation. Some visible physical attributes can be, withdrawal, facial rejection, change of tone, abusive language, sweating, loud voices, talking over each other, etc and even hallucination is a sign of conflict escalation.

Conflict is something 90% of the population would rather avoid altogether. In my experience, a rise in vocal volume is one of the first clues the conversation is escalating into direct conflict. Watch the agitated person's hands are they held loosely open at their sides or are their hands in fists? Fists indicate a preparation for a fight. The aggressor will also shorten the distance between them and their target. These are all signs of escalation. Your goal should be to remain as calm as possible. Take three deep breaths through your nose and out your mouth. Use all of your senses to warn you of possible problems. The key is staying calm so you can deal with the situation appropriately.

There is certainly a potential for the perception of increased conflict when move away from working in silos to a collaborative model. I say 'perception' because even in the silo framework eventually differences of opinion came to face each other. To minimize this, and make sure we never move past the first 3 levels of Glasl's model, it is imperative that a safe culture of sharing ideas be maintained. Encourage the free-flow of ideas, opinions, and even disagreements... without becoming disagreeable. When this environment exists, the likelihood of escalated conflict goes down drastically.

In my few years of experience, When there are interdisciplinary activities there are more chances for difference in opinion. Which would directly results in conflict. Complete coordination and understanding is required between the parties.

Signs indicating an escalation include heightened emotions, increased frequency or intensity of disagreements, a shift from addressing specific issues to personal attacks, or the involvement of additional parties in the conflict. Noticeable changes in body language, tone of voice, or a reluctance to engage in discussions can also signify escalating tensions. Monitoring these behavioral cues and acknowledging any deviations from productive dialogue allows for timely intervention. Actively listening and empathizing with each party's perspective can help identify underlying causes contributing to the conflict's intensification, enabling proactive measures to de-escalate and address issues constructively before they escalate further.

When are the involved parties lesson to respond and interrupt the other person statement before they fully understand the point , this often is a result of lack of active listening which is an ingredient of healthy and constructive discussion.

I'll go back to some things that I learned in Seven Habits of Highly Effective People by Steven Covey: a) Begin with the end in Mind. Often, it's not the goal that generates the disagreement; it's the how. b) Seek first to understand; then be understood. We all need to try to understand another person's paradigms that are the culmination of their personal and professional experiences. c) Synergize! The whole solution is generally greater than the sum of two parts. The best solution path may be one that hasn't been discussed yet! d) Sharpen the Saw; celebrate your achievements! Take the time to acknowledge your team's contributions! Much less room for disagreement when everyone has a stake in the ownership of a solution!

Todo lo mencionado en el artículo es correcto. El vocabulario, la energía que se nota en el ambiente, las peleas... Al final todo esto deriva en que los equipos, durante el tiempo de trabajo pasan más tiempo de la jornada destruyendo trabajo que creandolo. Las reuniones suelen ser el mejor ejemplo de ello; porque no suele avanzarse ni llegarse a acuerdos.