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…
Change comes upon us gradually. Change comes in our organizations when we hire one person, and then two, and then more, who think differently about the mission, vision, values, and goals of the organization. Change comes when the people (or persons) at the top of a hierarchy choose to give Read more…
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.
Resonance is underrated as a way of sparking change. There are two things that happen when we hear an idea that resonates with us: We admire the person who shared the message with us. We file the message away in the back of minds. Occasionally there are those people who Read more…
Clearing out the cruft that surrounds your reactions and responses to conflicts in your life, can take at least a lifetime. Clearing out the cruft that surrounds your employee’s reactions and responses to conflicts in your organization can take at least 20 years. Clearing out the cruft that surrounds your Read more…
Conflict is a process of change, if you believe in the process view of conflict. Changes can’t happen unless internal conflicts lead to an external conflict that changes parties. However, if you search Google, what parties really believe about conflict shines through: How do I get out of my marriage? Read more…
Here’s a simple calculation: Managing yourself + managing other people = a full time job. Don’t let people fool you. There’s plenty of full-time work out there. But there’s no pay. And the cost for failing at it is high. We underestimate the power of disputes (as a part of Read more…
The systems undergirding our lives, our families, our communities and our organizations, governments and businesses are based on distributive mindsets, philosophies, behaviors and approaches to conflict. Distribution grows from the foundation of perceived scarcity of resources, competition, a “winner-take-all” mentality, and limited outcomes around things that matter. But sometimes, even inside of Read more…
Online based processes to resolve human disputes have had a long and harried journey. In some ways, this is because technology and innovation has not caught up to the conceptual framework of the people who envisioned its wide use. In other ways, the integration of human beings—with the emotional stimulus that human Read more…
No one needs help resolving conflicts. People need help communicating. People need help leading and figuring out leadership. People need help managing other people. People need help with figuring out “how to talk to annoying Aunt Janet and Uncle Mike.” But no one needs help resolving conflicts. When put on the Read more…