Parties to a conflict must also work together to develop a constructive definition of their problem. Simple yes-no formulations of the problem should be avoided. Just as parties must help define the problem, parties should help design the conflict resolution process and the conflict solution. Parties are more accepting of solutions which they themselves have developed. Next, managers should emphasize issues rather than positions.
Positions are more likely to be mutually exclusive.
By focusing on the basic issues, parties may come to understand the other sides' concerns and discover compatible or even shared interests. Conflict management programs which are poorly conceived and designed, or which do not allow adequate time to complete the process, can have bad effects. Participants may become frustrated and hostile. The conflict may escalate. Their bad experience may prejudice the parties against other attempts at conflict management.