What is a one-sentence summary of the following article?
Pretending that nothing is wrong isn’t the way to handle a conflict. Begin by admitting there’s a problem that needs resolution. Acknowledge the conflict and the roles you and the other person have played in creating or sustaining the problem. Be honest with yourself about your own role in the situation.  Think about what factors are influencing the problem, such as scheduling, personality conflicts, feeling overworked, or disrupting some kind of perceived pecking order.  Look at not only your side, but the other side as well. Looking at both sides can help you understand the problem from both perspectives. If the conflict is not personal, don’t make it personal. Put your focus on the problem and finding ways to solve that problem. You can’t change the person, and you will likely continue working with them. Even if you don’t want to be friends with the person, keep your focus on the problem without making it a personal issue. It’s easy to feel personally attacked for something, especially if it’s regarding your work. Do your best to not take things personally and keep everything within the lens of your work. It is important to address issues as soon as possible to prevent them from becoming larger issues in the future. If you notice a problem, then address it right away. For example, you could hold a meeting to discuss the issue and work together to find a solution.   Don’t wait for the person to come to you. Be the first one to bring up the problem, no matter what your role is. Sometimes a conflict can arise over a personal failure. Even so, handling failure at work with honesty and integrity can do much to prevent even worse conflicts from emerging.
Acknowledge the conflict. Focus on the problem, not the person. Take the initiative.