by Productive Conflict | Leadership, Organizational Conflict
Conflict as Patterns Conflict is not a hurdle to be overcome, but a pattern to be understood; it is through the examination of these patterns that we unlock the truly creative potential of our challenges. We see conflict in various facets of our lives, from personal...
by Productive Conflict | Leadership, Organizational Conflict
Conflict is often seen as a negative force; something to be avoided or minimized. However, Jennifer Jones-Patulli, conflict management expert, challenges this perception. She suggests that conflict when engaged constructively, can be a powerful driver for innovation...
by Productive Conflict | Leadership, Organizational Conflict
In my many years of workplace mediation, negotiation, and conflict coaching, I’ve helped many people navigate dirty tactics from their counterparts. Emotional manipulation is one of the most difficult and most challenging. It’s difficult because it toys with the...
by Productive Conflict | Leadership, Organizational Conflict, Uncertainty
Leading in uncertainty is the ability to guide and direct a team or organization through unpredictable and ambiguous circumstances. Uncertainty can arise from various sources, such as economic shifts, political instability, technological disruptions, or global...
by Productive Conflict | Leadership, Organizational Conflict, Relationships
“It’s supposed to be uncomfortable,” my coach told me. “That’s how you build resilience. Work with the tension during each training session,” she continued. As I pant and sweat, I realize my discomfort has a purpose. I am working on getting faster and stronger....
by Productive Conflict | Facilitated Negotiation Case Study, Leadership, Organizational Conflict, Performance Issues
How do you make organizational conflict work for you? In the 1920s, Mary Parker Follett asked herself this very question. It’s a question we often ask ourselves today. Follett, a management theorist and social philosopher, proposed “integrative behavior” as the...
