Exercise · Conflict Resolution for Managers
The Red — Blue Game
Experience the choice between winning "for myself" and "for both", and see how distrust triggers escalation.
Time45 minutes
ParticipantsPairs, a group of 6 or more
MaterialsA red and a blue card per participant, score sheet
From the trainingConflict Resolution for Managers
Why this exercise
The game is based on the prisoner's dilemma. The rules never say who you are playing against — and most pairs still start competing. Afterwards the group sees for itself how one "red move" destroys trust and why it takes so long to rebuild. It is the best way into a conversation about cooperation between colleagues and departments.
How to run it
- Split the group into pairs, partners sitting face to face. Everyone gets a red and a blue card.
- Announce the goal: score as many points as possible in 10 rounds. Don't say whether for yourself or for the pair.
- Scoring: both blue — +4 each; both red — −4 each; red against blue — +8 to red, −8 to blue.
- On the signal, both show a card at the same time. No talking. After rounds 4 and 8 — one minute to negotiate.
- Rounds 9 and 10 — points are doubled. At the end pairs report their scores; the maximum for a pair is 96.
Debrief questions
- How did you understand "as many points as possible" — for yourself or for the pair?
- What happened after your partner's red move?
- Were agreements kept after the negotiations?
- Where at work have you seen the same game?
Tips for the facilitator
- Don't say "opponent" or "team" — the uncertainty is what you debrief.
- Debrief the moves, not the players: resentment after round 9 is valuable material, not a reason to judge.
More
The whole librarySimilar exercises
Conflict Resolution for Managers
What Is Behind the Position?
Learn to uncover the interests behind demands with questions — without persuading and without "why".
Conflict Resolution for ManagersThe Rapoport's Rule Debate
Build the habit of restating the other person's position until they agree, and only then disagreeing.