Avoiding it

Escalating too quickly

Misreading intent

Strong teams don’t avoid conflict; they use it to strengthen decision-making and build trust.

Teams that regularly use Cloverleaf are able to leverage real-time insights to navigate tension productively.

Cloverleaf features like Insights Search and Team Thinking Styles can regularly be used to shed light on resolving conflict. Just a few minutes of leveraging either of these features can shift one’s thinking on their approach to a challenging situation or conversation.

High-D (Dominance): Quick, direct, and results-driven communicators.

High-S (Steadiness): Thoughtful, process-oriented, and prefer consensus.

Identify the communication gap by looking at DISC scores—who prefers directness vs. diplomacy?

Spot potential tension areas between High-D and High-S team members before they escalate.

“Your direct approach helps get results quickly, but slowing down and allowing time for reflection will help team members feel more confident in their decisions.”

“You value harmony, but sometimes clarity is more important than consensus. Try setting a deadline for gathering input, so decisions don’t get delayed indefinitely.”

“What’s the key information we need before making a decision, and what can wait?”

“How can we speed up this process while still making sure everyone feels heard?”

“What’s the smallest step we can take right now to move forward?”

“If we delay the decision, what’s the actual risk of waiting?”

“Who else needs to be included in this discussion before we move forward?”

“What’s a way we can make sure people feel involved without slowing down momentum?

“How do you see this decision impacting the team long-term?”

“Would it be helpful to set a specific deadline for gathering input, so we don’t lose time?”

High-D questions push for efficiency without dismissing input.

High-S questions create space for team involvement while respecting urgency.

Direct communicators (High-D, ENTJ, Enneagram 8): Prefer open confrontation and fast resolution.

Conflict-averse individuals (High-S, INFP, Enneagram 9): Prefer indirect, low-stakes discussions.

Identify who prefers direct vs. indirect communication styles and adjust feedback approaches accordingly.

“Your direct approach can be effective, but framing feedback with empathy helps others stay engaged. Try leading with a strength before discussing improvement areas.”

“You may prefer avoiding tension, but asking clarifying questions can help ensure you get what you need from feedback rather than withdrawing.”

“What’s the best way for me to give you feedback so it feels constructive?”

“If something isn’t working, how do you prefer to address it?”

“What’s one way I can improve how I communicate with you?”

“Would it help if I gave you feedback in writing first before we discuss it?”

“Can we set expectations upfront, so we can ensure a smoother collaborative process?”

“If I disagree with you, what’s the best way for me to bring it up?”

“When we talk about challenges, how can we make sure we’re both on the same page with how we communicate with each other?”

“What’s a way I can feel heard while still making sure we move forward?”

High-D questions help adapt their directness without losing clarity.

High-S / INFP questions create a safe space for feedback and disagreement.

Intuitive (N) Thinkers: Focus on vision, strategy, and innovation.

Sensing (S) Thinkers: Value structure, details, and practical execution.

See which team members are big-picture thinkers vs. detail-oriented executors to balance roles accordingly.

“Your ability to see opportunities is a strength, but to gain buy-in, try providing one concrete example of how this idea will be implemented.”

“While structure is essential, great ideas often start unstructured. Try allowing time for brainstorming before moving into execution mode.”

“What’s one small experiment we could run to test this idea before committing fully?”

“What details do you need to feel comfortable moving forward?”

“How do you see this idea playing out in practice?”

“If we were to break this into three steps, what would they be?”

“What’s the core goal behind this idea, and how do we measure its success?”

“What’s the first thing we need to do to make this real?”

“What potential roadblocks do you see, and how can we address them upfront?”

“How does this fit within what we already have in place?”

Intuitive questions help bridge vision and execution by uncovering key concerns.

Sensing questions ground the big idea into something actionable.