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Important Topics on Harnessing the Power of Conflict

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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?...

November 02, 2021

The #1 Tool You Need to Manage Toxic Behavior at Work

November 02, 2021/ Mark Batson Baril

“It’s not sweat or revenue that makes companies tick; it’s trust,” says John Hall writing for Forbes.com. Trust is a foundational principle of the work we do with teams at Resologics, which is why we study interpersonal relationship factors in the workplace that either enhance trust or erode trust.

My work with teams and leaders has convinced me that it's a worthy effort to assess individual styles and behaviors and their impact on the level of trust within a workplace. The most poisonous situation I see that challenges trust involves the abrasive coworker or leader.

We see how a persistent pattern of disrespectful, aggressive, even bullying behavior drives people away from that individual and the goals they're trying to accomplish. It erodes trust in the individuals at the receiving end of this behavior, and also in the perception that management isn’t doing anything to address the problem they are experiencing so acutely.

July 31, 2020

15 Proactive Strategies That Establish Entry-Level Professionals As Leaders

July 31, 2020/ Mark Batson Baril

From Expert Panel, Forbes Coaches Council, Forbes.com, December 11, 2019

Update From Mark, July 31, 2020: Although the current pandemic has had a significant effect on employment and new hiring for the foreseeable future, it is still important to perhaps more than ever to consider your reputation as a leader at any stage of your career. These tips are still relevant and I hope helpful as you navigate these challenging times and continue in your career.

As a newer employee, establishing your reputation among more seasoned colleagues can be a challenge. However, positioning yourself as a leader early on can have both immediate and long-lasting benefits in your career.

How can you stake your claim as a trustworthy future leader and prove your value to your senior co-workers? We asked a panel of Forbes Coaches Council members to share some lesser-known ways for greener employees to establish themselves as leaders. Their best tips are below.

Contact Your Ombuds

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)