1. **Approach conflict as a collaborator**, not an adversary. - "How could we achieve a mutually desirable outcome?" 2. **Lead by _consistent_ example.** - How you behave and what behavior you consider acceptable will define how your team operates. 4. **Speak human to human.**  - Respect people as equal when speaking to them. 5. **Anticipate reactions and plan countermoves.**  - Think through the argument in advance: What are my main points, three ways the audience might respond, figure out how to respond to each way. (Coherence busting) 6. **Replace blame with curiosity.**  - State the problem in factual, neutral language; Engage in exploration of the problem ("I imagine there are multiple factors at play; Can we explore them together?"); Ask for solutions. 7. **Ask for feeback on delivery** (of the criticism). 8. **Measure [Psychological Safety](Management/Teams/Psychological%20Safety.md)** (in anonymous [Team Survey Questions](Team%20Survey%20Questions.md)). Review the [Manager's Actions for Psychological Safety](https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/foster-psychological-safety/)