Whether working in an organization of 10 or 10,000, most of us have encountered environments that do little to minimize the impact of poorly managed conflict, often resulting in poor morale and lost productivity. How is it possible to create organizational cultures that promote collaboration instead of destructive conflict?
Lack of patience and impulsivity can get us in trouble when trying to resolve a conflict. Being able to imagine the desired future outcome of the situation can increase one’s patience and ability to override the impulse that makes things go south.
I recently read this article on LinkedIn titled “Consensus? No, Good Decisions Require Respectful Disagreement” which seems to suggest that ‘Consensus’ involves the absence of disagreement or the suppression of dissent. Nothing could be further from my understanding of Consensus. Indeed, many decision-makers seek only to hear from those who agree with them, but this […]
Divided America – How Do We Move Forward? White police targeted in a rampage of shooting, multiple incidents of black Americans killed by police followed by high profile news reports and outcries of racism, growing tensions across the country about our racial and economic divide. Like all complex problems, the place we find ourselves in […]
Are Emotional Intelligence and Collaboration Becoming the Norm? A few months ago the World Economic Forum released a report entitled ‘The Future of Jobs’, based on the polling of chief human resources officers at large employers across the globe. One of the most interesting (to me) findings was that by 2020, more than one third […]
Filling the Leadership Gap Many organizations are facing a ‘leadership gap’ created by the retirement of older boomer-generation executives coupled with a dearth of experienced managers to take their place. While there may be an abundance of relatively new and talented employees eager to rise, too few have the depth of experience needed to successfully […]
Emotions and Conflict: More Complicated than We Think I was not at all prepared for the pushback I got when speaking to a distinguished group of conflict resolution and organization development professionals about resolving organizational differences. I had not questioned an assumption I have been making for decades, that expressions of strong feelings made in […]