Tag: conflict
How to Get Back to Business After a Conflict
After a conflict, when you’re working your way toward agreement, with mutual respect and the necessary data in hand, a kind of horse-trading often takes place: “I’m willing to compromise on these dates and give... Continue readingHow to Use Facts and Opinions to Defuse Conflict
Last week’s post on reconciliation in the midst of conflict, looked for mutually held purposes and values that opponents could use as a foundation for conversation, and encouraged the practice of focused listening and empathy... Continue readingHow to Use Shared Values and Empathy to Defuse Conflict
Last week’s post on workplace conflict looked at the impact of personal differences and style as well as the roles that different individuals might take in instigating or sustaining a conflict. The next step in... Continue readingWhy Conflict Happens at Work, and How You Can Think About It
We all experience conflict on the job. Just the act of trying to coordinate activities with others -- or, actually, any attempt at working together -- can trigger conflict, even if everyone involved cares about... Continue reading
A Positive Charge for a Negative Employee
How do you handle a perpetually negative employee? You may get an idea from this bit of conversation that I had with a distressed client about a pivotal but consistently negative staff member we’ll refer... Continue reading
The Surprising Steps to the Dance of Disagreement
At a recent meeting, I observed as team members wrangled over what should have been a straightforward process discussion. Not only did their disagreements about “the way things are supposed to be done” get heated... Continue reading
Are You a Leader Who Knows How to Listen?
For the past six weeks I’ve been writing about why employees need to be able to give their bosses feedback -- and what both managers and organizations lose when they discourage that feedback. Now it’s... Continue reading
What If You Could Lead Better by Listening Better?
Any student of management will tell you that it’s stupid to ignore your staff’s feedback -- not to mention impolite, inefficient, and often directly and obviously damaging. You don’t necessarily have to act on staff... Continue reading