Glasl’s Nine Stages of Conflict Escalation model
Glasl’s Nine Stages of Conflict Escalation model: this article explains the Nine Stages of Conflict Escalation model developed by Friedrich Glasl. First, the definition of the escalation ladder and the context of conflict scholar Glasl are explained. Then the core principles are outlined, the nine phases are explained and a practical example of the application of the escalation ladder is given. After reading, you will gain an understanding of the fundamentals of this model and be able to use it in various situations. Enjoy reading!
What is the Stages of Conflict Escalation model?
Glasl’s escalation ladder, also named as the “escalation ladder,” is a model that serves to analyze conflicts and their development within organizations. It provides a structured overview of the ways in which conflicts can evolve from a simple disagreement to a damaging fight. This model supports practitioners, including labor mediators, in identifying the growth of labor conflicts and provides support to organizations in preventing and resolving them.
The founder of the escalation ladder: Friedrich Glasl
Friedrich Glasl, who came into the world in Austria in 1941, is the founder of the escalation ladder. He is an anthroposophist and political scientist with extensive knowledge of organizational development and conflict management. Friedrich Glasl presented his escalation ladder in the book “Handbook of conflict management” (2015). In addition to his work on the escalation ladder, Glasl has developed an impressive career involving himself in major peace processes. He also provides training and lectures on conflict management.
Principles of the escalation ladder
Glasl’s escalation ladder is inspired by the idea that conflicts develop in different stages and can escalate or decline. The model assumes that conflicts often escalate due to triggers, such as a bad phone call or an ineffective meeting. Conflict can also be resolved simultaneously through positive actions, such as expressing appreciation or apologizing.
The escalation ladder, divided into three main levels
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The model, the escalation ladder, consists of three main levels, with each level also comprising three phases. This leads to a total of nine stages that chart the course of a conflict.
The rational phase (Win-Win)
The first step is the rational phase (Win-Win or Win Win Negotiation). In this phase, the conflict is still under control and the parties involved can talk to each other sensibly. There is still room for discussion and agreement so that both parties can work together to find a solution that benefits them both. The conflict begins with a slight hardening of positions, but there remains plenty of room to talk. Then the situation turns into a debate, where disagreements become clearer and both sides try to prove themselves right. As the tension increases, actions take on a greater role than words. Parties put pressure on each other and try to gain strategic advantage.
The emotional phase (Win-Lose)
This is followed by the emotional phase (Win-Lose or Win-Lose Negotiation), in which the conflict becomes more personal and intense. Instead of looking for a solution together, the parties mainly want to win, even at the expense of the other (The labor mediators, sd). They start to see each other in a negative light and try to get support from others to be stronger. As tension mounts, loss of face becomes increasingly important. Parties openly attack each other to weaken and confuse the other. Threats are then used to pressure the other party into giving in. As a result, the conflict escalates further and a peaceful resolution becomes increasingly difficult.
The Fighting Phase (Lose-Lose)
The final phase, the fighting phase (Lose-Lose), is so intense that both parties suffer harm. It is no longer about winning themselves, but mainly about making the other lose, even if it means harming themselves as well (coachingtheshift, 2024). This begins with deliberate actions to inflict harm, such as damaging someone’s reputation or property. Then the conflict escalates further, where the goal is to completely destroy the opponent, regardless of the consequences. In the final stage, into the abyss together, both sides are willing to give up everything to destroy the other, culminating in total annihilation.
Figure 1 – Escalation ladder model (Glasl, 2020)
What are the 9 stages of conflict escalation according to Glasl
Friedrich Glasl’s escalation ladder lists nine phases of conflict escalation, with each phase escalating the conflict further (icoba, sd) Below is a detailed explanation of the nine phases:
Stage 1: Irritation
In this phase, the views of both parties become increasingly clear. Disagreements become clear, leading to tension. The parties are unsure whether to cooperate or oppose each other. However, they believe that the conflict can be resolved with a good conversation.
Stage 2: Negotiation
The parties develop methods to strengthen their positions. The conflict worsens and oppositions increase. They develop a better self-image than the other, resulting in irritations, personal attacks and manipulation. Increasingly, they focus primarily on the differences rather than the similarities.
Stage 3: No words but deeds
The third phase is characterized by a transition from verbal communication to nonverbal communication: no words but deeds. Discussion is no longer the solution according to both parties. Distrust increases. By paying attention to the other person’s intonation, facial expressions and posture, an attempt is made to find out what that person actually wants to say. Interpretations and misunderstandings then revive the conflict. Although the psychological distance between the conflict partners increases, they are not yet completely closed off to each other.
Stage 4: Camps and forms
During the fourth stage, everything revolves solely around win or lose. Both sides request help from third parties, whom they try to convince of their rightness. Black-and-white thinking now influences people’s views, contrasting a positive self-image with a negative image of the other. Divisions in the conflict have increased, but the parties do not yet want to lose each other completely.
Stage 5: Losing face
In this stage, the parties openly “attack” each other and question each other’s honesty, with the goal of exposing the other person. Emotions run high, and instead of talking about the content, the attacks increasingly focus on the person himself (icoba, sd).
Stage 6: Threatening
In the sixth stage, threats play the main role. If the other person does not cooperate, strict demands are made with the threat of punitive measures, such as a lawsuit or a strike. In this tense phase, each threat often leads to a new threat from the other party.
Stage 7: First attack
Threats become reality. Parties no longer regard each other as people, but as obstacles. They consider it customary to antagonize others, and even a little damage to the other party is perceived as a victory. Real gains are no longer achievable; all that matters is whether the other party suffers more damage than they do. This is considered a success.
Stage 8: Destruction
In the previous stage the damage was still limited, but now it is all or nothing. Everything is designed to take the other person down completely. Key components of the other party are damaged, leading to their loss of control. The goal of both parties is to cause lasting damage to the other, whether it is physical, mental or financial.
Stage 9: Together into the abyss
In the final stage, the parties have no other option left. They strive to destroy the other, even if it will cost them their own heads. They are willing to inflict damage not only to themselves, but also to their environment and future people who will have anything to do with it.
Here’s how to apply the escalation ladder in practice
Glasl’s escalation ladder works as a useful model for understanding and managing conflict. This model is often applied in practice to address conflicts effectively. Mediators use the escalation ladder to determine what stage a conflict is in. In this way, they can then take specific measures appropriate to the severity of the situation.
The escalation ladder allows you to:
- Better assess the intensity of the conflict.
- Choose appropriate method to reduce the tension.
- Gradually reduce the conflict to a manageable level.
This method supports mediators in their structured and goal-oriented work. By positioning the conflict at the right position in the escalation ladder, they are able to optimize their strategy.
In Conclusion
Friedrich Glasl’s escalation ladder is a useful tool for better understanding and addressing conflict. The model helps to clarify the different stages of conflict escalation, making it easier to see which stage a conflict is in. This enables professionals and other stakeholders to intervene more quickly and effectively to prevent the situation from escalating further.
By recognizing the stages of escalation, they can take targeted action to de-escalate the conflict before it becomes too big or complicated. The model also shows the importance of timely intervention and open communication so that the conflict does not escalate further and damage is limited. So using the escalation ladder helps to address conflict in a constructive way and achieve positive outcomes.
Now it’s your turn
What do you think? Do you now know enough about Friedrich Glasl’s escalation ladder? Can you recognize and classify conflicts within this ladder? What insights have you gained or what tips about the escalation ladder would you like to share?
Share your knowledge and experience via the comment box at the bottom of this article. Want to learn more about different types of escalations? Then also read our articles on problem solving and conflict management.
More information about Glasl;s stages of conflict escalation
- Arvalis. (2024, September 24). Waar sta jij op de ladder. Opgehaald van www.arvalis.nl.
- Berg, B. (2020). De Escalatieladder: Een Praktisch Hulpmiddel voor Conflictbeheersing in de Klas. Opgehaald van www.eenmeesterinleren.nl.
- Berger, K. P. (2006). Law and practice of escalation clauses. Arbitration international, 22(1), 1-18.
- Bonenkamp, D. (sd). Het escalatiemodel van Glasl. Opgehaald van www.merlijngroep.nl.
- Eckert, R., & Willems, H. (2003). Escalation and de-escalation of social conflicts: The road to violence. In International handbook of violence research (pp. 1181-1199). Dordrecht: Springer Netherlands.
- Glasl, F. (2015). Handboek conflictmanagement. Swp, Uitgeverij B.V.
- Glasl, F. (1982). The process of conflict escalation and roles of third parties. In Conflict management and industrial relations (pp. 119-140). Dordrecht: Springer Netherlands.
- Scheppa-Lahyani, M. N., & Zapf, D. (2023). Are you threatening me? Development and validation of the Conflict Escalation Questionnaire. Frontiers in psychology, 14, 1164990.
- Zapf, D., & Observatorio Vasco de Acoso Moral. (2013). Conflict escalation and the management of workplace bullying. Los protocolos y procedimientos de gestión de conflictos de acoso laboral y otras situaciones afines Protocols and procedures for managing conflicts of workplace bullying and, 46.
How to cite this article:
Weijers, L. (2025). Nine Stages of Conflict Escalation model (Glasl). Retrieved [insert date] from Toolshero: https://www.toolshero.com/communication-methods/stages-of-conflict-escalation/
Original publication date: 04/09/2025 | Last update: 04/09/2025
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Lars Weijers
Lars Weijers is an experienced copywriter with an extensive marketing communications background. His specialisms lie in creative and active writing, combined with good search engine findability. Lars also works as an event and account manager with a commercial focus.
