Moving Past the Past and Into a Limitless Future: The Power of Discovery
In the field of conflict resolution, parties typically spend much of their energy focusing on the past, thinking that this is a way to fix and solve the problem. Conversations quickly and easily shift into shaming or blaming each other for causing harm and then typically get stuck in repetition of these points, as if repeating it often and louder will suddenly shift the other party into understanding. It does not.
Exacerbated, parties then relate to resolution from a limited framework: if only the other side either changed or got out of the way, all would be well.
While questions and sharing perspectives about the past can help create understanding, they don’t leverage the true power of conflict: transformation and growth.
At Harmony Strategies Group, we know that effective conflict engagement requires us to look beyond “what has been” and explore “what might be.” That’s where discovery comes in.
The discovery phase of our dignity-dialogue-discovery framework is about unlocking potential and creating a mindset that moves beyond zero-sum thinking. Inspired in part by The Art of Possibility by Rosamund Stone Zander and Benjamin Zander, this approach invites teams and organizations to shift from scarcity to abundance, from blame to possibility, and from resistance to generative change.
Let’s explore how discovery helps practitioners, leaders, and teams build systems that are not only conflict-responsive but possibility-driven.
What Is Discovery in Conflict Work?
Discovery, as we define it, includes leveraged learning from conflict, and the capacity to grow through it and use it as a launchpad for transformation into a brighter future.
While dignity focuses on honoring the humanity in the room, and dialogue helps connect through intentional communication, discovery asks: What new possibilities can emerge from this moment?
In The Art of Possibility, the Zanders remind us:
“In the realm of possibility, we gain our knowledge by invention. We decide that the world is one way or another, and in doing so, we bring that world into being.”
This mindset is particularly powerful in conflict settings, where the stories people tell about each other and about themselves can be limiting. Discovery helps open up those stories, allowing something new to be written.
In practice, discovery means:
- Reframing challenges as learning opportunities.
- Holding space for imagination, not just negotiation.
- Asking powerful questions, like “What else might be true?” or “What would success look like if we assumed goodwill?”
Why Discovery Matters in Organizational Conflict
Most organizational responses to conflict follow a predictable pattern:
- Step 1: Diagnose the issue(s).
- Step 2: Identify a responsible party or policy.
- Step 3: Solve or dismiss the problem(s).
- Step 4: Revert to the norm.
This model assumes that conflict is a deviation from the ideal and a bothersome nuisance to getting work done. But what if we assumed instead that conflict is an invitation, a sign that the system is ready for its next evolution?
When organizations embrace discovery, they:
- Surface untapped innovation from team members who think differently.
- Reduce defensiveness and blame by reframing upset as insight.
- Create cultures that are resilient, not just efficient.
- Build trust and psychological safety through co-creation.
In the corporate context, this translates to lower turnover, better collaboration, and a deeper sense of shared purpose.
Companies don’t get stuck because they make the wrong moves; they get stuck because they keep making the same ones. (Read more about how to move forward here).
Discovery breaks that cycle.
The Role of the Conflict Resolution Practitioner
As conflict professionals, our best work doesn’t just resolve conflict; it facilitates transformation.
This doesn’t mean we ignore hard truths or bypass accountability. On the contrary, we help surface reality in ways that allow people to see more, not less.
Here’s how practitioners can embed discovery in their approach:
- Use appreciative inquiry to spotlight strengths and successes, not just deficits.
- Design curiosity-based processes, such as Conversation Cafés or open space dialogues, where new ideas are welcome.
- Model possibility-thinking by being transparent about what we don’t know, and excited about what we might discover.
The practitioner’s mindset is key. If we approach every conflict with a hammer, every situation becomes a nail. But when we come in with the tools of discovery, humility, curiosity, and creativity, we open new doors for authentic conflict transformation.
Discovery in Action: A Short Case Snapshot
A recent client—a fast-scaling tech startup—came to us after internal tensions threatened to derail their growth. Departments were siloed. Communication was reactive. Trust had eroded.
Traditional conflict intervention might have involved a root cause analysis, policy reviews, or leadership coaching. We did some of that.
But we also invited the team into a discovery process.
Through guided Appreciative Inquiry sessions, we asked:
- “When has communication felt energizing here?”
- “What’s a moment you felt proud to be part of this team?”
- “What do we most want to be known for?”
The answers surprised them. They remembered their early days of innovation and camaraderie. They saw the disconnect between their values and current behaviors. But more importantly, they saw a path forward.
Within six months, the team had:
- Co-created new communication norms.
- Forged new connections.
- Built cross-departmental awareness.
- Discovered opportunities for enriched collaboration.
The conflict wasn’t “resolved”—it was reimagined.
Linking Dignity, Dialogue, and Discovery
Discovery doesn’t happen in a vacuum. It’s only possible when:
- People feel safe and seen (dignity).
- People feel heard and understood (dialogue).
This is why we view dignity, dialogue, and discovery as a continuum rather than a checklist. When we start with honoring dignity, move through authentic dialogue, and then invite discovery, we unlock the kind of transformation that conflict can make possible.
Discovery gives meaning to the hard work. It’s what makes conflict resolution not just manageable, but worth engaging.
From Conflict to Creativity
Conflict is inevitable. Crisis is avoidable.
Discovery is how we make that distinction real. It’s how we turn breakdowns into breakthroughs, friction into fuel, and opposing perspectives into generative potential.
If your team or organization is navigating conflict, we invite you to explore what’s possible beyond traditional conflict resolution.
Reach out to us—we’d love to support your next step.
References and Resources
The Art of Possibility by Rosamund Stone Zander and Benjamin Zander
“The Power of Possibility” – Reach Teach Talk
“Appreciative Inquiry: A Positive Revolution in Change” by David Cooperrider and Diana Whitney
“How Leaders Can Push Employees Without Stressing Them Out” – HBR, 2017
