‘Overcoming’ or ‘managing’ resistance can be a problem as it inherently implies conflict. Working intelligently with resistance shows people how to collaborate with and influence others more positively and become better colleagues, managers and leaders.
Over recent weeks, I have discussed several techniques for leading a team through the process of change. For example, we have looked at areas such as Gestalt psychology and Appreciative Inquiry, which help you foster trust, acceptance and participation in the change...
Over recent weeks, I have been talking at length about the different personalities and dynamics that we come across in any working environment and today I'm going to broaden that out to look at managing conflict. The fact is that everyone is different, and has their...
The fear of crossing the bridge means you may never get to the other side – unless you can use emotional intelligence to build your way across. The way may not even be that difficult but when you run into an unfamiliar obstacle or a difficult challenge that has...
In the first part of this series, I described the cooling effects on an overheating conversation of taking responsibility for one’s role in verbal escalations. Here are some other powerful methods of preventing conversational fires to add to your repertoire. Social...
Where does team conflict come from? One of the answers, of course, seems obvious once you name it: emotion. Aggressive emotion to be precise. Emotion can overheat – it’s volatile stuff – and it makes much better sense to learn to become aware of its influence, both in...
