It really depends on the situation, but in project management the list of conflict resolution goes like this (not in order): Force, withdraw, smooth, compromis

It really depends on the situation, but in project management the list of conflict resolution goes like this (not in order): Force, withdraw, smooth, compromise, and collaborate. I don't like this model, I prefer the power, mediation, rules and needs model because it is more action oriented especially for people who aren't managers. If you think there should be one of them that doesn't exist (for example a rule) propose it up the chain, then use said rule to resolve the conflict. Sometimes maneuvers like this take time, for example if you want to use power but don't have it, it can take time to get enough to use it the way you want (and you need to think hard about if it is worth the potential fallout). Generally use empathy and discussion to use needs first, rules second, mediation next, and power as a last resort. That's my approach at least.