Career · WorkplaceThe coworker problem you can't ignore anymore.
AI diagnoses the conflict type — credit-stealing, passive-aggression, silent treatment, or power plays — gives you the conversation script word-by-word, and tells you when to resolve it yourself vs escalate to HR.
7
conflict types covered
Branching
conversation scripts
Yes
includes escalation guide
$19.00
$39.00
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One-time purchase · Instant access · Any workplace conflict
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Instant delivery to your emailThe Problem
One coworker is ruining your work life.
They undermine you in meetings and act like nothing happened afterward
Public corrections, backhanded compliments, questioning your competence — then friendly in the hallway. You start doubting yourself.
They ignore your messages for days then blame YOU for the missed deadline
Three Slack messages, zero response. Project falls behind. In the standup: 'I was waiting on input from [your name].' You have the receipts but no plan.
You know you should say something but you don't have the words
Every conversation option sounds either too aggressive or too passive in your head. So you say nothing. And it gets worse.
You love the job but you're considering quitting over ONE person
The work is great, the team is fine, the pay is good — but this one relationship is consuming your mental energy and ruining every workday.
What You Get
Diagnose it. Script it. End it.
Conflict Type Diagnosis
7 types identified — root cause, their perspective, and your blind spot.
Conversation Script
Word-by-word: opening, defensiveness handling, agreement, and close.
7-Type Playbook
Credit thief, passive-aggressive, freeze-out — specific tactics per type.
De-Escalation Guide
Things blew up? Cool-down protocol and repair message — ready to send.
Escalate or Resolve
When to handle it, when to involve manager, when HR is necessary.
Printable Conflict Kit
Script cards, de-escalation phrases, documentation log, HR letter.
How It Works
From dreading them to handling it.
1
Describe the conflict — get the diagnosis
AI identifies the type, root cause, their likely perspective, and what you're contributing.
~5 minutes2
Get the conversation script and practice it
Word-by-word: what to say, how to handle every reaction, and how to close with an agreement.
~10 minutes3
Have the talk — or escalate with a plan
Direct resolution with the script, or escalation to manager/HR with documentation ready.
Your timing7 conflict types
with tailored resolution paths — because passive-aggression needs a completely different approach than credit-stealing
Word-by-word
conversation scripts
Branching
paths for every reaction
3 options
resolve, manage, or escalate
Questions
Everything you need to know.
How is this different from the Difficult Boss Survival Kit?
The Boss Kit handles VERTICAL conflicts — you vs someone with power over you (your manager). This tool handles HORIZONTAL conflicts — you vs a peer, teammate, or cross-department colleague where there's no formal authority. The dynamics are completely different: with a boss, you manage up and protect yourself. With a coworker, you negotiate as equals and rebuild a working relationship. Different power dynamic = different tactics.
What if the other person refuses to talk?
The Conflict Type Playbook addresses this specifically for the 'silent treatment / freeze-out' type. Options include: written communication (email that documents the issue professionally), involving your shared manager as a neutral mediator, or the 'act normal' strategy — sometimes continuing to be professional and collaborative without acknowledging the freeze forces them to either engage or look obviously unprofessional to others.
Should I involve my manager?
The Escalate or Resolve tool helps you decide. General rule: try one direct conversation first. If that fails or makes things worse: involve your manager — but frame it as 'I need help resolving a collaboration issue' not 'I want to complain about Alex.' Managers respect employees who try to solve problems before escalating. Bring your documentation and a proposed solution, not just the problem.
What if it turns out I'M the problem?
The diagnosis specifically includes 'your blind spot' — what you might be contributing. Maybe your communication style is too direct for their comfort. Maybe you didn't include them in a decision that affected their work. Maybe they feel threatened by your competence and you haven't done anything wrong — but knowing that changes your approach. Self-awareness is the strongest conflict resolution tool.
When should I go to HR?
HR is appropriate when: the behavior crosses into harassment (sexual, racial, discriminatory), threatens your physical safety, involves retaliation for reporting an issue, or when your manager is unable or unwilling to address it after you've raised it. For personality conflicts and communication issues, HR involvement often makes things worse — they investigate, both people feel interrogated, and the relationship deteriorates further. The tool tells you clearly when HR is the right call.
Reviews
Real conflicts, really resolved.
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