In life and leadership, conflict is inevitable – and necessary for strong relationships. Here is your step-by-step conflict management strategies guide.
In life and leadership, difficult conversations have to happen at times. Many find it difficult to navigate conflict in moments of heightened emotions.
They are rarely fun (except for bad leaders into that sort of thing) but often necessary.
The rewards and growth that come from them, however, are significant and sustainable.
This weekend, while standing around a kitchen counter eating pizza, I got into a rather heated debate. For the most part, it resulted in me throwing an adult tantrum with what I visualize as pizza flying out of my mouth at the same time.
Yes, it happened.
No, it wasn’t pretty.
Yes, I am human.
I decided to go back and remind myself what I’ve learned from countless debates, conflicts, and negotiations (both professional and personal), and identify what conflict management strategies worked many times in the past.
Surprisingly, none of them involved a tantrum or pizza.
You can use the conflict management strategies I present here to calm and resolve conflict in any situation – personally, a customer, colleagues or as a leader.
Whether you are searching for a great team leader or wanting to develop into one, here are the seven most important leadership qualities to assess and develop. Two questions I receive are:
“What leadership qualities should I look for when hiring a team lead?”
“I want to move into a leadership position, so what areas should I develop?”
In my experience, good leaders are natural. You can develop natural talent to be great, but it is very hard to teach someone to be a leader. There is always room for tremendous learning and growth, which transitions these ‘naturals’ into great team leads.
Having coached countless leaders at all stages of their career, here are the most important leadership qualities to assess and develop.
More than 13 years ago, Intelivate’s Kris Fannin met a rescue dog that has taught him some of the most effective leadership approaches of his career.
UPDATE: We are sad to report that Intelivate’s unofficial mascot, Marcus Fannin, passed away very peacefully at home. Kris Fannin documented their last day and some of the other lessons he learned from the experience.
More than 13 years ago I visited a shelter in Chicago to meet a young rescued pit bull. The rescue organization saved Marcus from the gas chamber (literally).
When I arrived, I was asked to go to the roof for a meet-and-greet. The volunteer told me Marcus was extremely shy, and she gave me some treats to entice him. As soon as I saw him, it was love at first sight. For me.
He could not stand me.
No matter what the volunteer did and no matter how many treats I hung in front of me, he would not come anywhere near me – not even to take a treat. She started packing the dog cookies up to bring him back.
What I asked shocked her.
Organizations need to stop focusing on wasteful work-life balance programs. Work-life integration programs cost less and achieve greater ROI. Here’s how.
You’ve failed to achieve any result in your work-life balance programs as a business. As a result, employee engagement and satisfaction are down. You’re at a loss as to how to achieve that mythical unicorn of balance as an employee while convincing yourself it must be possible.
So what do I tell employees and businesses to do? Stop wasting money on work-life balance programs instead, focus on the integration of the two.
What happens next? I get the look of extreme, uncomfortable confusion. I’ve seen it hundreds of times.
I’ll discuss the problems with work-life balance programs and explain work-life integration as well as creative ideas to start programs.
First, let’s start with the problem of balancing life and work.
You’re lost as to how to achieve that mythical unicorn of work-life balance.