Oh yes, I had, a lot of it. Being an HR in a start-up is not easy at all. From drunken employees to arrogant to careless employees you get all sorts of them in a team building. And yes, there were unruly scenes during a team building, from banging chairs on the floor, to abuses and even flying punches! I have gone through it all. As an HR I had to resolve all the conflicts. I used to do a lot of conflict analysis. The questions I was poised with were:
a. Who are the conflict parties?
b. What type of conflict do they have and what is the possible source?
c. On which escalation level is the conflict?
I used to sit with my management team with these general reflections:
a. How do people approach conflict in your organisation or team in relation to the different types of conflict?
b. Can you think of examples where task and process conflicts have turned into a relationship conflict, or where relationship conflict has got in the way of task and process?
c. Think of the costs and benefits of each conflict style
d. Consider what possible positive and negative perceptions others can have when someone applies a certain style
e. Think about typical phrases someone uses when applying a style, e.g. “I’ll think about it tomorrow” for avoiding, or “Two heads are better than one” for collaborating.
These are my top tips for you:
a. Check whether you have a perceived or real conflict
b. Check what type of conflict it is
c. Map out who the conflict parties are
d. Check the escalation level and decide whether you would like to involve a facilitator

Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath