Interpersonal differences—such as culture, values, education, or personality—are usually assumed to be the main causes of conflicts. While these elements can definitely lead to friction, when conflict persists, they might be the visible tip of the iceberg.

Other drivers of conflict may lie deeper within the organization itself—unclear processes, misaligned roles, or ineffective communication.

If tensions are constantly recurring, resolving the interpersonal dimension of the conflict without addressing the organizational factors will only provide a temporary fix.

Example: In an international company, two departments were struggling to cooperate. Initial assessments pointed to a strained relationship between their leaders as the main issue. However, a deeper dive revealed that unclear processes and misaligned roles were actually at the core of the problem. After redesigning workflows and clarifying responsibilities, trust was built between the leaders and teams, improving both efficiency and team cohesion.

If you find yourself in a similar situation, try analyzing the underlying issues through these 6 layers:

1. Processes & Systems – Are processes unclear or inefficient? Are the systems reliable and user-friendly? Friction often arises when these tools aren’t optimized for the people using them.

2. Organization – Are roles, responsibilities, and goals clearly defined? Misalignment can lead to misunderstandings, competition, and frustration across teams.

3. Communication & Decision-Making – Is communication transparent and inclusive? Lack or withholding of information can create confusion and erode trust.

4. Policies – Are resource allocation and reward policies fair? Unbalanced or unfair policies—whether related to gender, role or geography—can breed competition and resentment.

5. Strategy – Is the corporate strategy clearly communicated and aligned with team objectives? Misalignment can lead to conflicting priorities and siloed efforts.

6. Culture – Does your company foster a safe, professional environment? The absence of a healthy feedback culture or tolerance for unprofessional behavior can undermine collaboration.

To identify the issues, have open discussions with your team and identify where they feel the problem is.

At YOWS, we help organizations manage conflict through structured analysis, mediation, and coaching—whether for individuals or teams.If you want to tackle underlying issues and build a healthier, more efficient team, reach out to me for a free consultation.