Workshops can go off the rails fast. I ran one to help a small team finalize requirements. They had spent months drafting them but were stuck in analysis paralysis, terrified of calling it done in case they missed something. I grouped the requirements by theme and put them on huge printouts at stations around the room. The plan was for everyone to spend a fixed amount of time reviewing them, making notes, and then rotating to the next station.

Then it unraveled. One participant refused to move when time was up. Another wanted his station. They argued. Their domains overlapped, and each figured they knew best. He stepped toward the other. I thought fists might fly.

I insisted they follow the rules, but no one listened. They stayed put as long as they liked. Fear, anger, and defiance filled the room. I lost the group. We never finished. The respect was gone, for them and for me. I skipped future workshops with them. I even met with our conflict resolution specialist afterward to unpack it, and she suggested finding a different team or role might be healthier.

Before this, I always did my homework on tensions between teams, like when cross-functional groups clash over priorities. This experience showed me I needed to dig just as deep into dynamics within a single team: who has overlapping domains and egos, where frustration already simmers, and how that might explode under workshop pressure. Now I ask upfront: Is a workshop even the right tool for them? How can I structure activities to encourage collaboration instead of conflict? And what clear parameters do we need to set from the start to keep things productive.

1. Research dynamics pre-workshop. Talk to participants or their manager ahead of time. Ask about friction points like overlapping domains or past arguments. This flags if a workshop fits or if 1:1s work better.

2. Set and get buy-in on working agreements. Kick off with ground rules (timeboxes, no interrupting). Go around the room for verbal yeses. It builds shared ownership from minute one.

3. Spot subtle cues in the first 10 minutes. Watch for crossed arms, eye rolls, dismissing input, scope debates, or personal jabs. Name it neutrally: "I notice some tension, let's check in."

4. Pause and tweak agreements collaboratively. If resistance builds, stop. Ask: "Does this fit our outcomes? How do you want to work from here?" It resets buy-in without force.

5. Use conflict negotiation tools for heated moments. Tactical empathy ("Sounds frustrating"), label emotions, and mirror key words ("Move?"). Chris Voss covers these brilliantly in Never Split the Difference.

Bonus: DYK that conflict resolution skills are amazing for facilitation? I recommend checking out all of Chris Voss’ work for ideas to help facilitate more effectively.

Workshops amplify hidden team toxins. These tactics keep yours safe and productive.

So consider: Which tactic could you try it in your next workshop where you see that the room dynamic needs a shift?