B. Kim Barnes (from “The Influence Guru”) As a long-time student of interpersonal influence, a frequent speaker and author of a book on the topic,[1] I’m inclined to assume that a failure to influence (mine or anyone else’s) is a …
In situations involving more than one person, some conflict is inevitable, whether expressed or not. In families, friendship groups, personal or professional partnerships, teams, and more complex organizations there are conflicting needs, vested interests, goals, and preferences. In some venues these conflicts are feared, suppressed, and avoided. In others, they are welcomed and can lead to innovation and positive change. As a leader, your attitude toward conflict will guide those who follow you to treat it as an opportunity to be explored or a disturbance to be ignored, if possible.
There are many approaches to dealing with conflict[1]. By culture, training, and experience, there are usually some that we prefer over others. Not all approaches are equally effective. Below is a list of some common options for dealing with conflict and their descriptions…
By Eric Beckman
The holiday season, with its themes of light, hope, peace on earth, and goodwill is meant to bring out the best in people. Unfortunately, the holidays also present many opportunities for stress, anxiety, and high expectations. It is during these times we can exercise leadership to help bring out the best in ourselves and others in moving from conflict to harmony.
…While we both focus on the topic of influence, we approach it from different backgrounds. This has led to many interesting conversations. We thought it might be useful to share some of them with you. We took several influence situations (borrowed with permission from Barnes & Conti’s Exercising Influence program material) and thought about how we might advise a client to approach them.
You need the support of a senior manager to sell your department on the need for a change in a key business process. This manager is not noted for risk-taking and usually prefers to have direct reports out front on changes. This time you need a strong and public commitment.
Much has been written about millennials in the workplace, and “generational tension” or “generational issues.” Here’s an article that suggests that while different generations are indeed different, the key to managing any kind of tension that arises is to make …