What is the DESC model in conflict resolution, and provide a brief example of its use.

What is the DESC model in conflict resolution, and provide a brief example of its use.

• A. Describe the situation, Express how it affects you, Specify the desired change, State the consequences
• B. Define the problem, Explain the impact, Suggest a fix, Set expectations
• C. Describe, Enforce, Specify, Terminate
• D. Diagnose, Explain, Conclude, Document

Answer: (A)

The DESC model is a calm, four-step way to address conflicts by guiding you through describing what happened, sharing its impact on you, naming the change you want, and stating what will happen if the change isn’t made. Start with describing the specific behavior or situation in objective terms, then express how that behavior affects you personally. Next, specify a concrete, actionable change you want to see. Finally, state the consequence or follow-up that will occur if the change isn’t made, which helps add accountability and clarity. Example: Describe the situation — In our last two stand-up meetings, you interrupt me before I’ve finished speaking. Express how it affects you — That makes it hard for me to share updates and I feel unheard. Specify the desired change — Please let me finish before you respond, and if you have a question, wait until I’m done. State the consequences — If interruptions continue, I’ll suggest we use a speaking order or involve a supervisor to keep meetings on track. Other options don’t fit because they mix in elements outside this four-step flow (like focusing on defining the problem, enforcing rules, or simply diagnosing) and don’t provide the same clear sequence of observable behavior, personal impact, actionable request, and follow-up.

The DESC model is a calm, four-step way to address conflicts by guiding you through describing what happened, sharing its impact on you, naming the change you want, and stating what will happen if the change isn’t made. Start with describing the specific behavior or situation in objective terms, then express how that behavior affects you personally. Next, specify a concrete, actionable change you want to see. Finally, state the consequence or follow-up that will occur if the change isn’t made, which helps add accountability and clarity.

Example: Describe the situation — In our last two stand-up meetings, you interrupt me before I’ve finished speaking. Express how it affects you — That makes it hard for me to share updates and I feel unheard. Specify the desired change — Please let me finish before you respond, and if you have a question, wait until I’m done. State the consequences — If interruptions continue, I’ll suggest we use a speaking order or involve a supervisor to keep meetings on track.

Other options don’t fit because they mix in elements outside this four-step flow (like focusing on defining the problem, enforcing rules, or simply diagnosing) and don’t provide the same clear sequence of observable behavior, personal impact, actionable request, and follow-up.