The problem is that just like the word “fair,” the word “enough” means different things to different people. And just as there will never be “enough” (and a person should watch using words such as“never” and “always” as well, but for the purposes of this point, we’ll ignore that philosophical Read more…
The ultimate purpose of managing interpersonal conflict is to grow us emotionally in self-awareness, storytelling, emotional management, and moral and ethical character. There aren’t any apps, searches, or other fancy technological shortcuts for the development of those traits in us.
Avoiding a conflict is sometimes a strategic move. We avoid conflicts for the obvious reasons that dealing with them makes us scared, threatens our sense of security, or we feel as though we don’t have the competency to address them in a way where the outcome will work for us. Read more…
Leading people through conflict requires an emotional exchange between leaders and followers. The leader gives inspiration, charisma, respect, and provides role modeling of a vision of the future, to her followers. The follower gives encouragement, support, obedience, respect, and provides a feeling of self-worth through the act of deciding to Read more…
Three points need to be emphasized at the beginning of any training, workshop, or seminar. Your way of thinking about conflict, communication, and persuasion must shift before anything else can happen. Your way of consuming information, your attention span, and your level of caring about the content you are about Read more…
Entrepreneurs (some of them) remember what business owners of all types have forgotten, at scale: You get the conflict culture you hire for. Think about it. If you hire people that are looking for the organization to guide them to another level in their careers, past self-doubts, bumps in the Read more…
When people are searching for ways to resolve the conflicts in their lives, their workplaces, and even in their neighborhoods, they’re using Google to do it. They’re reading blog content from the Huffington Post, watching videos on YouTube and talking to their friends and neighbors about the conflict, how to Read more…
The fact is, they both might like the conflict more that they want to get to resolution. The fact is, they both might be feeling alternatively powerful and powerless in the conflict and may not want to break out of that cycle. The fact is, they both might like the Read more…
There are “things that don’t scale” many organizations avoid doing (or abandon outright), when they reach a certain size. Leaders in those organizations (who may have begun bravely desiring to commit to doing those things) abandon the “things that don’t scale” as other interests begin to attract their attention (see Read more…
“Our values are our strength.” “Our people are our greatest resource.” We could go on, but pointing out the hypocrisy evident in the difference between the words written on the organizational masthead, and the actual organizational action, has been written about to death. Leadership in many organizations is tricky for Read more…