Conflicts are not the fault of one person. It takes interaction to create a real confrontation. Here’s how you might be contributing to the problem.
The way confrontations develop isn’t complicated… but it is more than a simple cause-effect relationship. In between our observation and response, an entire path unfolds. Here’s the piece you’re likely missing.
Change is hard. But a support system makes it easier. If we want to make it easy for people to change, we need to rally the support of those who enable. We need the power of influence.
When people own up to their choices, they have the opportunity for real change. Here’s how to create a space where we can connect with someone in a way that leads to self-motivated change.
In accountability conversations, our brains are on high alert for threats. So, how do we confront an issue without making someone shut down?
Ever experienced discrimination at work? You’re not alone. When we asked people to tell us of a time they felt excluded or disadvantaged because of their race, age, gender, national origin, or sexual orientation at work, we got over 500 stories. Here are a few skills for confronting bias in a way that restores civility to the workplace.
Over a third of the workforce wastes more than five hours a week because of unaddressed issues and miscommunication between people in two different generations. This is a huge problem. To move forward, we need to bridge the generational gap. Learn the 3 tips now!
When holding others accountable goes wrong, some people seek revenge. Learn to hold others accountable in a way that encourages respect, not revenge.
Over the last 15 years, we’ve seen employee engagement hover around 30 percent. To put that in perspective, 7 out of 10 workers are disengaged in their work. This is a…