DREIESKIVA​|Roald Kvam

Many conflicts don’t come from bad intentions — they come from unclear expectations, blurred roles, or unspoken boundaries.

Without clarity, even the best teams fall into misalignment. When people don’t know what’s expected or what’s okay, frustration builds, trust erodes, and progress stalls.

Clarity isn’t about control — it’s about creating the conditions for accountability, trust, and shared success.

Let’s explore…

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Core principles

Align early on goals, roles, and norms
Don’t wait for tension to arise. Be proactive in defining what success looks like — and how you’ll work together to get there.

Be specific about what’s acceptable — and what isn’t
Set clear behavioral expectations. What kind of communication, follow-through, or decision-making is expected? What crosses the line?

Use conflict as a chance to clarify, not to blame
Tensions can reveal where assumptions or agreements weren’t aligned. Use those moments to refine expectations and reset mutual understanding.

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Key skills & tools

Structured feedback (SBI Model)

• Situation – Describe the specific context
• Behavior – Focus on observable actions
• Impact – Explain how it affected you or the work
  Example: “In yesterday’s meeting (Situation), you interrupted several times (Behavior), which made it hard for others to contribute (Impact).”

Reset conversations
When tension arises, take a step back:

• “Let’s revisit what we agreed on…”
• “Can we clarify who’s doing what moving forward?”
• “What do you need from me, and what can I expect from you?”

Conflict mapping
Break down complex situations by asking:

• Who is involved?
• What happened?
• Where is the disconnect?
• How do we move forward together?

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Clarity isn’t one big conversation — it’s an ongoing process of alignment, refinement, and respectful accountability.

“Clear is kind. Unclear is unkind.” – Brené Brown