When a difficult conversation rattles you, using a centering question can help you get your balance back.
Ok, we’ve got a problem: Britain has announced a new Minister of Loneliness.
Someone once said to me that while to a butcher a pair of lamb chops is just another set of lamb chops, to a person who has not eaten in a long while, it will be the best meal ever. In sum, it is all a matter of perspective.
The values we share matter more than our differences.
I write this in the aftermath of the really uplifting and wonderfully diverse conference which I had the privilege to host and chair recently in my home city, under the auspices of the International Academy of Mediators.
There was a time, not long ago, when those who found themselves in a dispute had two basic choices: They could either file a lawsuit/initiate some formal complaint process or they could just walk away from the conflict and try to move on.
In many job descriptions posted in March and April this year on Indeed, the job announcements include conflict resolution or conflict management as required or desirable skills.
A great move for improving your effectiveness in conflict is mastering the two-step discussion process.
We like to think of ourselves as rational beings, and yet we act irrationally in all sorts of ways.
A client of mine had a resentment relapse recently.
By paying attention to the early signs of conflict, you become more aware of a potentially slow-growing storm.
I combined a recent mediation training with the following schedule: Eat, sleep, snorkel, repeat.
The overconfidence effect is a natural bias toward believing that we’re better at something than we actually are.
If you were asked to stop doing any of these simple tasks, what feelings and emotions might you experience?
How we define conflict mastery and the characteristics needed to be and be seen as such varies.
Recent events show that our social problems are exacerbated by a wide variety of anti-social media behaviors.
Couples can have big fights, frequent conflict, and even bicker all the time and still have healthy, fulfilling, and lasting relationships. How so?
Whether the bully is your boss or another employee, setting boundaries can be challenging.
The ICC Mediation Competition in Paris, and the growing number of others like it, are contributing to a change in the way disputes are going to be resolved in the future.
In January 2018, the Ombudsman for the international public health agency told leadership that managers lack the interpersonal skills required for effective team communications, constructive conversations about performance, and conflict resolution.
It’s ironic that the president who led us through by most measures our most destructive war had some of the most profound things to say about peace-making.
It’s hard to get fresh perspective about our situation or the other person when we’re trapped inside a conflict.
Here’s a strategy to improve dynamics in a difficult conversation: In an argument or tense discussion, replace “but” with “and”.
As part of recent mediation trainings, Susan Yates and I collected survey data and focus-group-like comments from the training participants.
John Keith wrote the following: “It is inherent in our role that we fight other peoples’ battles, but this duty encourages us to identify with our clients and view their battles as our own.”