The equation that drives change is simple: Dissatisfaction times Vision times First Steps must be greater than the Resistance to the impact of all three combined or else change efforts falter. There are plenty of dissatisfied people in your workplace, your work group, or even just your organization. There are Read more…
The two most difficult roadblocks to success in resolving hard problems are the presence of real trade-offs and considerations of power. Most complicated problems and difficult conflicts have simple solutions. We often confuse what we believe is a hard solution with a complicated one. What makes solutions to hard problems not Read more…
Silence is golden. It also allows space for people to talk. And for you to listen. To actively listen, you must make space for people to talk.
The resistance to needed changes in your organization is insidious, pernicious, persistent and determined. And if you are committed to making changes by grappling with the resistance, your approach to resistant people, resistant systems, and resistant attitudes should be as well.
In a conflict, boundaries are overrun with impunity. Emotional boundaries. Ethical boundaries. Psychological boundaries. When boundaries are overrun, feelings of betrayal and hurt automatically follow because when we have our boundaries overrun, we recognize that the other party has misused and damaged our trust. The number one word to maintain Read more…
Here’s an idea: When you hear an idea that doesn’t appeal to you, doesn’t interest you, or that doesn’t resonate with you, merely say (either internally to yourself or externally to the presenting party) “That’s not for me.” Then add this other part on. “And that’s ok.” Then, either move Read more…
The thing about getting to the resolution of a conflict situation is that it is a long road, from the initiation of a conflict to a resolution of a conflict. And since it’s a long road, the bumps, the twists and the turns are what interests us as spectators. Those Read more…
Caring costs. It costs to be empathetic to your employees’ emotional needs. It costs to be mindful of the non-verbal messages you’re role modeling. It costs to be engaged all the time in the active act of actively listening. It costs to develop connections that gain you nothing in the Read more…
It appears that the large conflict situations in life are the ones that matter the most. Death Divorce Job loss Personal and professional disappointments But the reality is, the small moments that appear to matter the least, are the ones that create the grit and resilience to survive the crucible Read more…
There are two kinds of feedback: constructive and negative. Constructive feedback serves to grow another human being. Constructive feedback serves to provide examples and metaphors that tell a story that can resonate with another party. Negative feedback serves to limit growth, hem in development, and ensure that the status quo Read more…