We now know how important it is to build the foundation of constructive conflict into your team(s) - not only to harness that creative power, but also to reduce the possibility of negative outcomes from conflict.

I’m reminded some weeks that Resologics is sometimes called in by clients in crisis. The costs involved in these situations can be staggering. This is one of the reasons I’m so motivated to talk about harnessing conflict for good outcomes. A strong group, no matter the size, that knows how to...

Listen to each other
Safely speak up and share ideas
Make agreements with each other and keep them
Trust each other

...is a powerful innovation asset and productivity-driver to any organization!

One super proactive tool that Resologics uses in our work with leaders and teams is the Thomas-Kilmann Conflict Mode Instrument (TKI® Instrument). You can read more about it, including some valuable insights to help right away, in my article: 5 Conflict Handling Modes You and Your Teams Should Know About. It’s a self-report assessment that allows you to discover your own particular ways of approaching conflict.

I’ve witnessed the value of this tool over and over in our client work. We often lead with a TKI assessment of each team member as a first step to them understanding themselves, their own conflict go-to modes, and how others are reacting. You can see a little more about how it fits into the modular approach we’ve created to work effectively with teams here. We’ve seen how this awareness-building around conflict is absolutely necessary to avoid destructive patterns and shape a strong, healthy, creative team/workplace.

Talk to me about the TKI Assessment - it’s one of those things that really made an impact on me, and I really enjoy working with people to help them get value from it. For this, or to talk more about embracing constructive conflict in your customer relationships, schedule a conversation with me here.

Four Myths That Perpetuate Abrasive Behavior At Work

When we join a company, partnership or team, our expectation is that everyone involved will exhibit professional behavior toward us and each other. Instead, it’s highly possible that we may become one of the more than 60 million adults in the United States who are affected in some way by bullying behavior at work.

What kind of behaviors are we talking about? Our definition is any interpersonal behavior that causes emotional distress in others sufficient enough to impede their productivity or disrupt organizational functioning. It isn’t just a personality conflict — it’s a chronic pattern of disrespectful behavior.

When your business team starts spiraling down

A healthy business team is one with strong relationships and vibrant engagement. It’s a beautiful place to be, where people feel heard and creative ideas bump against each other in an open, constructive way. We call it the Creative Tension Zone and it’s the dream (or should be) of any organization with an aim toward consistent growth.

Teams fall out of this place for various reasons, and the spiral downward can devolve into destructive conflict. It is critical to know where you and your team are on the Conflict Curve in order to make good decisions in “real time” so you can recognize what’s happening and pull your team back from the Conflict Spiral abyss.

The Difference Between HR and Organizational Ombuds Functions

On average an ombuds will see 3-5% of an organization’s members in the course of a year. Our work as organizational ombuds has increased steadily over the last couple of years, where we’re initially called in because someone in leadership is being dogged by a “small” conflict that won’t go away but keeps festering and growing until they can’t sweep it under the rug any longer. (From there, we typically enter a contractual arrangement with clients where we serve as their ongoing go-to ombuds, mediator, and conflict adviser.)

10 Ways an Ombudsman Can Increase Your Workplace Productivity

He could have been sitting in the corner of the conference room where I was convening as Organizational Ombuds for a team that was stuck - there was (emotional) clutter, plenty of discord, and a really difficult situation. Tension was high, people were venting. At any moment (my experience told me) someone could explode with frustration. It was like a freight train approaching the room, about to crash!

Creative Tension in the Workplace: Who needs it? You do!

Creative Tension Zone is where huge ideas emerge, innovation thrives, and empires are built! The most successful workplace teams know how to manage constructive conflict to encourage creative tension. What every leader needs to know about leveraging the power of conflict in a team.

Workplace Conflict: How to Deal with Hot Buttons

Have you ever said: “That person just presses my buttons”? We call these 'conflict hooks', because your reaction to the button-pusher has the potential to feed conflict. Understanding what conflict hooks are can help you and your team make better response choices.

9 Early Warning Signs of Workplace Conflict

Conflict doesn't just appear out of nowhere. There are always signs warning that a conflict is developing. Managers who know what these signs are can be more effective leaders by confronting the problem before it rages out of hand. By resolving conflict in the early stages, the company will run much more smoothly and the overall productivity level will be increased considerably. What are these subtle signs of conflict to look for?...

Resoblog

resoblog

Important Topics on Harnessing the Power of Conflict

Featured Blog Posts
(scroll down or search for all posts)

Want Constructive Conflict on Your Team? Get This Tool

Resoblog

resoblog

Important Topics on Harnessing the Power of Conflict

Featured Blog Posts(scroll down or search for all posts)

Featured Blog Posts
(scroll down or search for all posts)