Are You Afraid of Conflict? Nine Steps to Resolving Conflict
Any conversation that has the potential for conflict is a conversation that people generally avoid. Conflict can occur any time there is a disagreement over a course of action.
Any conversation that has the potential for conflict is a conversation that people generally avoid. Conflict can occur any time there is a disagreement over a course of action.
In the last several weeks, several leaders have reached out and asked me how to hold conversations about racial relations that will deepen understanding without creating offense.
At a recent speaking event, I had someone ask me whether or not it was really worth trying to improve the quality of the way people work together.
Years ago I started to notice that the way I spoke to my children did not produce the desired results. I remember one day when my oldest brought home a B- in math, and I said something like, “You got a B- in math? What happened?” Immediately my spouse responded with, “Some kind of a communication expert you are!”
Earlier in the year I spent two days working with and teaching a number individuals helping them improve their ability to hold difficult conversations. After the session one of the organization’s directors who stopped by to observe said, “This is all well and good, but you know, you can’t teach a pig to sing!”
I was recently stuck in Phoenix on the way to El Paso because of a malfunction on our aircraft. You know the drill. Everyone is on the plane and then they announce that something isn’t working.
My uncle Mel passed away after living a wonderful life. He was one of those brave souls who fought in World War II and was lucky to make it home. He fought in the Battle of the Bulge and was a member of 87th Infantry Division that came up from the south on the west side of Bastogne.
What makes difficult conversations so difficult? People are often afraid to talk about tough topics when they aren’t certain of the outcome.
Negativity in our speech and attitudes seems to be running rampant in our culture at the present time. There is more mention in the media about injustice, instability, or inequality than there is mention of opportunity, integrity, and virtue.
I was recently facilitating a class for executives teaching them how to hold potentially difficult conversations. One of the attendees asked me, “With all that we already have to do, is this really all that important?” I walked to the whiteboard and drew a picture
Sometimes we are simply unconsciously conscious. We walk around in the light of day, but we are unaware of where we are, where we’re going, or what we’re doing.
After becoming a new manager, I will never forget the first time I had to give constructive feedback to a member of my team.
Many of the organizations that I have worked in this year are involved in dramatic change. They are doing more to meet the increasing demands of customers in order to compete with companies within their industry. They are implementing new productivity standards which is causing them to measure more effectively the behaviors of their employees and the return on investment for the implementation of newly defined competencies. Because we usually get what we measure,
I recently had a manager explain to me that he had a department with over 200 employees and that his biggest challenge was a lack of productivity. When I asked him what he meant by that he stated, “I just don’t understand why people can’t do what I ask them to do!” When people fail to meet our expectations or perform poorly, they may offer any number of reasons, excuses, or stories in explanation for their lack of results. These explanations should signal that “fake talk” has occurred and may be occurring again. From our research, we have identified a number...
Awhile back I wrote an article detailing ideas for connecting with various generations.