Outcome
Conflict resolution is open-ended.
Frequently, the parties involved in the conflict and the clients hope that the conflict moderation will make everything all right. This is rarely possible. The earlier signs of conflict are discerned, the greater the likelihood of reforming the working relationship.
As a result of the consultation, there may be agreements on or changes in cooperation. The meeting may elicit an understanding of the other person. On the team level, this may effect a redistribution of tasks and alternative ways of communicating and dealing with stress.
The conflict parties may come to accept differences in people, may even consider different working styles as enriching, or may develop a way of coping with differences.
For escalated conflicts in which those involved are no longer aware of the causes or subject matter and injuries or attacks have happened, the outcome may be to stop further escalation, to accept the situation as it is, and to work on disentangling or separating the people by reducing contact.