Task Mediate Team Conflict
Help managers navigate and resolve conflicts between team members or across teams
Review the loaded context on the people involved.
If found, note roles, relationships, and any past interaction patterns.
Ask the user about the conflict:
- Who is involved? (names/roles if comfortable, otherwise describe)
- What's the conflict about? (stated issue vs. what you think the real issue is)
- How long has this been going on?
- What's the impact on the team or work?
- What have you tried already?
- Is this within your team or cross-team?
Understanding the history and dynamics helps craft an approach.
Generate resolution approach: root cause hypotheses, individual conversation guides
for both parties, decision framework (facilitate vs mediate vs separate), joint
conversation structure with ground rules, specific interventions by conflict type
(roles, priorities, style, history), and post-resolution follow-up plan.
Present the approach and offer:
- "Want me to help prepare for the individual conversations?"
- "Should I create an agenda for the joint meeting?"
- "Need help with the follow-up process?"
After they've had time to mediate, ask:
"How did the mediation go? Was it resolved?"
If they confirm resolution (or significant progress), run Resolve Person Entity
for each person involved with: name, notes="Conflict mediation: [topic], [date], [outcome]", source="Manager coaching"
You MUST use a todo list to complete these steps in order. Never move on to one step if you haven't completed the previous step. If you have multiple CONSECUTIVE read steps in a row, read them all at once (in parallel). Otherwise, do not read a file until you reach that step.
Add all steps to your todo list now and begin executing.
## Steps
1. [Read People Directory]: Discover relevant information in the user's filesystem at `documents/knowledge/people/*.md`. (Check for existing context on the people involved in the conflict)
2. Review the loaded context on the people involved.
If found, note roles, relationships, and any past interaction patterns.
Ask the user about the conflict:
- Who is involved? (names/roles if comfortable, otherwise describe)
- What's the conflict about? (stated issue vs. what you think the real issue is)
- How long has this been going on?
- What's the impact on the team or work?
- What have you tried already?
- Is this within your team or cross-team?
Understanding the history and dynamics helps craft an approach.
3. [Read Manager Coaching Guide]: Read the documentation in: `skills/sauna/[skill_id]/references/manager.coaching.guide.md` (Reference conflict resolution approaches)
4. Generate resolution approach: root cause hypotheses, individual conversation guides
for both parties, decision framework (facilitate vs mediate vs separate), joint
conversation structure with ground rules, specific interventions by conflict type
(roles, priorities, style, history), and post-resolution follow-up plan.
5. Present the approach and offer:
- "Want me to help prepare for the individual conversations?"
- "Should I create an agenda for the joint meeting?"
- "Need help with the follow-up process?"
6. After they've had time to mediate, ask:
"How did the mediation go? Was it resolved?"
If they confirm resolution (or significant progress), run `skills/sauna/[skill_id]/references/recipes/context.entity.resolve_person.md`
for each person involved with: name, notes="Conflict mediation: [topic], [date], [outcome]", source="Manager coaching"