Xác định vấn đề. Xác định các bên tham gia. Bày tỏ điều băn khoăn trong lòng. Hãy là người nghe chủ động. Suy ngẫm. Cùng nhau hóa giải xung đột. Chấp nhận ý kiến trái ngược, bất đồng. Biết khi nào nên nhượng bộ. Cho nhau thời gian suy ngẫm. Duy trì tính bảo mật. Tha thứ. Nhờ đến sự giúp đỡ của bên thứ ba hay người ngoài cuộc.

Given the above summary, write a detailed text in English for it.
Analyze the conflict to help clarify the key issue or issues. Some conflicts can seem very complicated and can be visualized as a web of different issues with lots of twists and turns. However, if you reflect carefully on the situation, you'll likely find one or two central issues at the heart of the conflict that can help you focus your position and better articulate your concerns.  Some useful questions you could reflect on include: What event or moment triggered the conflict?  What are you not getting that you want? What are you afraid of losing? Is your frustration/anger accurate and appropriate to the situation or over-exaggerated?  Make a list of the issues as you they make themselves known to you through your period of reflection and then make note of the ones that overlap and are connected. If you are unable to immediately spot the main theme, the overlap should help you identify it fairly quickly. It's also important to make sure you know who main individuals involved in the conflict are. Ask yourself who you are angry and/or frustrated with and whether you are directing your emotions at that person or elsewhere? Knowing who to address is as important, if not more so, than knowing what to address in order to effectively manage conflict. Separate the person from the problem. View the problem as a specific behavior or set of circumstances instead of attributing it to that person's essential character or personality. This approach will make the problem more manageable and can salvage your relationship with that person, as opposed to you just deciding that you don't like them any longer. Let the other person know how you feel, what the specific problem is and what impact it is having on you. This will help keep the conversation on your needs and emotions, rather than an attack on the other person and his or her behavior.  Use "I"-based statements to help do this, such as "I feel...", "I think...", "When you (objective description of the problem), I feel...", "I would like (what you want the person to do...