When someone in conflict comes to a manager or a conflict specialist for help with a conflict, they often ask for a solution. They want the manager or specialist to fix things for them, or at the very least to tell them what they should do. Having someone intervene on your behalf, or give you …
Giving someone in conflict what they want versus giving clients what they need Read More »
When we are in conflict, we tend to only see what we want to see and hear what we want to hear. We filter out information that is inconsistent with our interpretation of events and we can ignore information that is glaringly obvious to other people around us. When we are emotional, this problem is …
Managing conflict well is not about suppressing emotions; rather it is about providing a constructive way to communicate about and through them. What does this mean in practice? Firstly, we need to accept that emotions are an integral part of conflict. They are always there, whether or not they are expressed, and whether or not …
Conflict-specific: BOOK: The Guide to Reflective Practice in Conflict Resolution by Michael D. Lang (2019) If you only ever read one thing about reflective practice in conflict resolution, it should be this book! Here’s the official overview of what the book is about: “This book is a common sense guide to becoming a reflective practitioner, …
Essential reading for the reflective conflict practitioner Read More »
Conflict can arise within any organisation, no matter how harmonious it may be. Conflict within the workplace is one of the largest avoidable costs to any business, and yet, it is perhaps the most overlooked. In fact, the cost of conflict to the economy is estimated to be in the tens of billions each year. …
The Hidden Costs of Conflict (and how to avoid them) Read More »
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