To resolve a problem, friction, or conflict that the team has recognized — through structured preparation by one person, shared review, and collective discussion leading to agreement and action.
Who participates
The team experiencing the problem. One person leads the preparation. All participate in the resolution discussion. With or without a facilitator.
What you need
Access to your culture agent.
A problem that the team recognizes and agrees needs addressing.
One person willing to lead the preparation.
Phase 1: Preparation (One Person)
One team member volunteers or is designated to prepare.
Speak with colleagues. Talk to those involved. Understand different perspectives on the problem. Listen.
Write a problem description. Describe the problem clearly. What is happening? Who is involved? What cultures are at play? What is the impact on collaboration?
Engage the Culture Agent. Share the problem description with the culture agent. Ask: What cultural dynamics might be at work? What are both sides bringing? How might we resolve this?
Let the conversation go deep. Ask follow-up questions. Explore the three questions:
- Where do we differ in how we think, therefore in how we work?
- What impact are those differences having on our collaboration?
- How can we get the differences to work for us, not against us?
Save the conversation. Export the conversation as PDF.
Send to colleagues. Distribute the PDF to all who will participate in the resolution discussion.
180 minutes.
Phase 2: Review (All Participants)
Each participant reads the PDF — the problem description and the culture agent conversation.
Reflect:
- Does this match your experience of the problem?
- What resonates? What’s missing?
- Do you agree with the culture agent’s analysis?
- What ideas do you have for resolution — including modifications to what the agent recommended?
Come prepared to discuss.
60 minutes.
Phase 3: Resolution Discussion (Together)
Meet as a team. With or without a facilitator.
Part 1: Confirm understanding Does everyone see the problem the same way? Does the cultural analysis make sense? Surface any disagreements or additions.
30 minutes.
Part 2: Discuss solutions What adjustments will you make? Review the culture agent’s recommendations. Discuss modifications. Hear alternative ideas from participants.
30 minutes.
Part 3: Agree and decide Reach agreement. Be concrete. What specifically will change — in communication, processes, expectations, behavior? Who is responsible for what?
30 minutes.
After the discussion
Document. Write down the problem, the understanding you reached, and the changes you agreed to. Keep it brief — one page is enough. This is your clarity.
Disseminate. Decide who else should see this. Other team members? Other teams facing similar dynamics? Leadership? Share it. The value deepens and broadens when others benefit from what you learned.
30 minutes.