In this post I’m outlining some of the ways that you can be more capable in conflict, while at the same time focusing on some challenging (read: potentially rewarding) areas of personal growth. The five practices below will give you access to the growth potential of conflict. 1. Be curious about your reactivity and develop […]
#102 Five Key Practices to Unlock the Growth Potential of Conflict Keep Reading »
The tendency in conflict is to find fault with others, or in circumstance. This leads to concluding that others need to change in order for relationships to improve. Although we can certainly influence others, we can’t make others behave differently. Ultimately, we have greater control over ourselves than others. With this idea in mind, that
#101 Maximize Your Learning with Reflective Practice Keep Reading »
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
#100 Think Twice Before Bringing in Conflict Resolution Training Keep Reading »
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
#99 Workplace Mediation: Three Variations to Consider Keep Reading »
Conflict is a normal part of team relationships. In fact, differences between team members are usually not problematic in themselves, but how teams work with their differences can be. You have to be able to connect with each other over differences to build conflict competence on your team. When you do, clashes of viewpoints or
#98 Six Practices to Build Conflict Competence on Your Team Keep Reading »
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
#97 Support Conflict Competence With Policy Development Keep Reading »
Preparing for a difficult conversation is of paramount importance. In general, the more you prepare the better off you will be. As preparation, you may be thinking you need to bolster your argument to prevail against the other person. Or, maybe you feel you need to satisfy your sense of rightness and do this through
#96 Preparing For A Difficult Conversation Keep Reading »
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,
#95 Think Systemically To Lead Effectively Through Conflict Keep Reading »
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
#94 Take Responsibility For Conflict In Working Relationships Keep Reading »
