organizational conflict

Conflict Resolution Training: Back of the Class

#100 Think Twice Before Bringing in Conflict Resolution Training

You may be surprised by the next sentence… If you would like your team or organization to be more competent in conflict, then you should think twice before bringing in conflict resolution training. It’s not that training isn’t needed. It is. But there’s more than the training itself to plan for.  Firstly, consider some of …

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Workplace mediation - three glasses of coffee representing three variations

#99 Workplace Mediation: Three Variations to Consider

This post will focus on the use of mediation between personnel inside an organization. Such mediations are sometimes called “workplace mediation,” or “facilitated conversations.” The latter term emphasizes the relational and often informal nature of such mediations. If you’re a leader and two or several people in your department are in a conflict, here’s a …

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Conflict Competence through policy development. Photo by cowomen-unsplash

#97 Support Conflict Competence With Policy Development

What policies will support an organization in gaining conflict competence? Firstly, there has to be a conscious decision by leadership that it would like personnel to be effective in dealing with conflict, and an intention to take concrete steps to make that happen. Without such a deliberate direction, policy development will not be culturally supported …

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Think Systemically: photo of iceberg. photo credit: annie-spratt

#95 Think Systemically To Lead Effectively Through Conflict

Think systemically. This is the second dimension of leadership in conflict. (In blog post #93 I outlined eight dimensions of leadership that empower a leader to be more effective in conflict.) Conflict is a wonderful barometer of organizational life. A disruptive dispute between two individuals may be attributable to their personalities or lack of skill, …

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Take responsibility for conflict: image of fighting

#94 Take Responsibility For Conflict In Working Relationships

In the previous blog post I outlined eight dimensions of leadership that empower a leader to be more effective in conflict. This post expands on the first dimension – Responsibility. It provides some food for thought regarding how to take responsibility for conflict in working relationships and in doing so safeguard organizational productivity. I was …

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Conflict Leadership - the eight dimensions

#93 Eight Dimensions of Conflict Leadership

I have been talking with my OnConflictPodcast partner Julia Menard about the dimensions of conflict leadership. These are the dimensions of understanding and action that empower one to lead an organization to greater competence in conflict. Below, I outline eight dimensions of conflict leadership as I understand them. There are, no doubt, other ways to slice the apple. 1. Responsibility …

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#35 Peaceweaving in Organizations – What It Means to Me

The title of Canadian mediator Ben Hoffman‘s new book is Peaceweaving.  I find the word ‘peaceweaving’ descriptive of work I sometimes do inside large organizations. Destructive conflict creates a hole in the organizational fabric and mediation between the parties is not enough to repair the hole. Peaceweaving entails working more broadly in the organization, particularly within …

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#33 Use A Policy Of Joint Escalation To Shift Organizational Culture

  Regarding a joint escalation policy, there are two central aspects to what I mean. Firstly, conflict is generally held at the level where it originates in the organizational hierarchy. Secondly, if it is moved up the authority chain, it is done so in a collaborative manner. This blog further explains joint escalation using two …

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