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.
No one will ever know what you know, in the way that you know it, as passionately as you know it, and care about it as much as you do. So, that solution that you “know” will “work” for the office conflict that’s been going on for years? The reason Read more…
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…
Worry about things you can’t control and outcomes that are dependent upon other people responding (or reacting) is at the heart of anxiety. Our modern struggle with anxiety comes from three areas: Our desire for immediacy of outcome (or resolution); Our lack of internal resilience; Our impatience with process as 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…
What are you paid to do? What do you believe you are paid to do? What does your employer tell you that you are paid to do? What does your spouse believe that you are paid to do? What does your family believe that you are paid to do? What 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…
Understanding where people’s conflict responses are in their quadrants and where they position conflict messages in their brains, are critically important to consider. Particularly as you develop key performance indicators as you start resolving conflicts in your organization, differently than you have been before. If a person prefers an avoidance Read more…