For there to be movement toward resolution and/or acceptance the facilitator must:

a. Make sure the conflict processes interrupted in order to make sure its negative impact does not continue.

b. Protect the organization and leadership against the negative impact and aspects of the conflict.

c. Assure that all the issues and facets of the issue believed by the parties are laid out in detail.

d. Communicate with the staff about the conflict and its potential impact on their work.