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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?...

July 01, 2021

Abrasive Behavior at Work: When It’s Not Just a Personality Conflict

July 01, 2021/ Mark Batson Baril

It’s common to accept the abrasive behavior of someone in your workforce as just another cost of doing business. Especially if that person is in a leadership position or perceived as “too valuable” to ruffle any feathers, we’re expected to just let it slide no matter how toxic their behavior becomes.

This could be a big mistake. Choosing to avoid, excuse, or dismiss abrasive behavior in your organization is harmful — it erodes employee motivation, organizational productivity, and customer and stakeholder trust. For the individuals who are targeted? It can become a persistent, wearying, hopeless experience that leaches away their emotional and physical health, especially devastating during these days of stressful post-pandemic adjustment.

March 02, 2021

Reorganize Your Workforce For 2021: Three Positive Takeaways From The Pandemic

March 02, 2021/ Mark Batson Baril

[Reprinted from Forbes Coaches Council article by Mark Batson Baril, January 25, 2021]

The business response to the crises brought about by the pandemic has created deep changes and unexpected ripple effects throughout the world of teams. In my work as a conflict advisor, I’m seeing many companies struggle with the unintended consequences of shifting roles, relationships and expectations in their workforce.

The traveling sales team came back to the “office” and assignments got shuffled around. Employees working from home had to find new ways of communicating to get things done. Marketing and distribution pivots affected company teamwork on almost every level. Layoffs, furloughs, firings and staffing reassignments caused an undercurrent of uncertainty that hasn’t gone away and has raised questions: Who’s leaving? Who’s staying? How will positions shift? What’s my role now? Will we all still get along?

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)