How to Build Trust in Your Team? Start with You, the Leader

How to Build Trust in Your Team? Start with You, the Leader

It’s not an easy thing to spot - or accept - lack of trust from your team members. Erosion of trust could originate from any number of things: poor workplace policies, unsettling (true or untrue) rumors circulating around, lack of communication from management, disgruntled employee or partner disputes, or an organizational culture that doesn’t value its people.

Whatever the cause, the longer it persists the more difficult it is to rebuild that loss of trust. And the more dangerous it is to an organization’s ability to function successfully. Trust starts with leadership.

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5 Reasons to Get Proactive on Conflict Management Training

5 Reasons to Get Proactive on Conflict Management Training

Skillfully managed conflict can propel an organization down a path of new opportunities, awareness, innovation and growth. Handled badly, a dispute can quickly cause distraction, raise stress levels, and create barriers to good things like productivity, communications, and creativity.

The literature supports this position; however, only tip-of-the-arrow companies are seeing the value in investing in conflict management training. Is there ROI on an organization’s investment in training and support for the purpose of developing conflict competency skills and systems before a dispute arises?

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Resologics provides conflict advising services to organizations to help them avoid disputes, optimize team dynamics for better outcomes, and reduce costs. The resologics team can be reached at 800.465.4141 | team@resologics.com | www.resologics.com

Team Retreats Worth Attending? Yes!

Team Retreats Worth Attending? Yes!

Let’s just cut to the real question: Why should leadership invest in a retreat?

The quick answer is, they shouldn’t - unless it is going to be a meaningful experience for everyone with well-defined outcomes.

The deeper answer is this: We live in an incredibly busy culture and work environment. This busyness means that lots of things get done. It also means that lots of things get left undone. Important conversations get put on the back burner. Things expressed in yesterday’s conflict get overtaken by today’s crisis or new deadline. Expectations become ignored or dismissed. We lose track of why we’re doing this work.

And, as the old Irish saying goes, “Expectation is just resentment waiting to happen!” The workplace begins to feel stressful, uninspiring, and even pocked with negative conflict. It’s exhausting.

Enter the definition of “retreat:” a quiet or secluded place in which a group of people can reset and think clearly…

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How to Create Meetings Worth Attending

How to Create Meetings Worth Attending

Have you ever heard someone say they just love to go to meetings? Nope, I haven’t either. Here is why: You can find pages of advice on running an effective meeting - managing the agenda, the time, side-conversations, papers and reports, pre-defined objectives, concise action steps. Efficient logistically to be sure, but … where is the “human” piece?

The essential purpose of a meeting is to bring a team together to interact, bounce around ideas, discuss, and glean valuable results toward achieving a common goal. If that group is not encouraged to engage and participate, then ideas and interactions don’t surface, and the meeting becomes simply reporting and rehashing.


This is when I ask the question: “Why did you hire this creative, expert talent if you’re not using it?”

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Team agreements: A key to high-performing, happy teams

Team agreements: A key to high-performing, happy teams

Whether it's an operating agreement between startup founders, a safe communications agreement within a team, or ground rules for a project committee -- every team has agreements around how they will work together.

For most teams these agreements are unspoken, unwritten and un-negotiated, nonetheless they become the rules of behavior and are binding on team members. They are "the way things are done around here." They may not be in the policies and procedures manual, but it doesn't take long for new team members to figure out what is rewarded and what is punished.

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Workplace Conflict: How to Make It Good for Business

Workplace Conflict: How to Make It Good for Business

Instead of avoiding conflict which only makes it more destructive, welcome conflict in your workplace as a tool for creative interaction, innovation, and employee engagement. Well-managed conflict is good for business!

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Creative Tension in the Workplace: Who needs it? You do!

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.

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How Conflict Can Help Your Workplace Team

How Conflict Can Help Your Workplace Team

“Conflict, when well managed, can breathe life and energy into workplace relationships that inspire more productivity, creativity and innovation.” ~ Mark Batson Baril

Conflict - probably not the first item on your business-building success list, right?  However, conflict is a natural occurrence in your workplace and can either catalyze positive experiences that boost growth, or negative experiences that have been known to break a company. So, time to put it on your list!

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Dear Startup Investor: Why You Need to Know about Conflict Before You Commit

Dear Startup Investor: Why You Need to Know about Conflict Before You Commit

The truth is that starting up is one thing, but staying alive is another. Research shows that half of new business startups fail within the first five years of operation, and over 60% fail due to negative outcomes from conflict. Noam Wasserman’s research on startups, described in his best-selling book The Founder’s Dilemmas: Anticipating and Avoiding the Pitfalls That Can Sink a Startup, reveals this: Most business startups ‘sink’ not because of lack of planning, failure to test the market or undercapitalization, but rather due to interpersonal complexities, destructive co-founder disputes, destructive team dynamics, and people problems.

Another truth is that conflict is a necessary part of successfully running a business. This is because conflict is a natural occurrence which can happen any time two or more individuals have different ideas, wants, and needs. Conflict is normal in any environment. However, if not properly managed, conflict can escalate into disagreement and become entrenched to a point of no return for a young, fragile business.

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The Leader’s Guide: How to Use Constructive Conflict as an Innovation Generator

The Leader’s Guide: How to Use Constructive Conflict as an Innovation Generator

This is the second in our series of Leader’s Guides on harnessing the power of conflict. Conflict, when well managed, can breathe life and energy into workplace relationships that inspire more productivity, creativity and innovation.

I talked in the previous article, The Leader’s Guide: The Key to Boosting Employee Engagement in Your Workplace: It’s Not What You Think, about what conflict is - a natural occurrence in a workplace that can either be a positive or a negative experience. And that a leader who sees conflict as a useful tool rather than a negative thing to avoid, helps increase employee engagement and the vibrant exchange of ideas that take your business on the innovation and growth path.

So how, as a leader, do you start to create the kind of organizational dynamics that harness the power of constructive conflict?  Read on...

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Google Re-Breaks the Code on Team Dynamics

Google Re-Breaks the Code on Team Dynamics

A recent article by Charles Duhigg in the NY Times, revealed and confirmed some of the most interesting findings I have ever seen around team dynamics and high performance. If you read nothing else about team dynamics this year, I highly recommend finishing my short synopsis in this post, and, popping over to the full article What Google Learned From Its Quest to Build the Perfect Team.  It will be worth every minute, I promise.

Over the past five years Google engaged in a special project (Project Aristotle) that was tasked with breaking the code on how to build a perfect team. They have a huge workforce, a great number of teams, and methodologies to measure and analyze results that are second to none. They originally set out to see if they could predict what types of personality types and experience could be matched together to build a high performing team. The results of all that work…

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The Special Sauce For A Productive Workplace

The Special Sauce For A Productive Workplace

A quick search online will show how much workplace productivity is being talked about these days, with myriad solutions being offered, many of them basically short-term tips. At the end of the day what we’re really talking about is building a workplace culture that keeps employees not just at their desks doing work, but actively engaged, inspired and committed to organizational goals.

In this highly complex and swiftly-changing environment, it may not be surprising that only about 25% of business leaders have an employee engagement strategy in place, even though 90% feel that such a strategy has a positive impact on business success...

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The Leader's Guide: The Key to Boosting Employee Engagement in Your Workplace - It’s Not What You Think

The Leader's Guide: The Key to Boosting Employee Engagement in Your Workplace - It’s Not What You Think

Employee engagement is a hot topic in business these days, and for good reason. To put the issue into stark perspective, here are two statistics for you: 70% of U.S. workers have been found to be either not engaged or actively disengaged at work (Source: Gallup “State of the American Workplace” 2014 report); and increasing employee engagement investments by 10% can increase profits by $2,400 per employee, per year (Source: Workplace Research Foundation). 

What is the key to increased employee engagement? Higher compensation, company outings and better food in the cafeteria help, but achieving sustainable success goes much deeper than this. For us, conflict advisors who work with individuals, leaders and teams on-site in all kinds of organizations, what consistently rises to the top is this factor:

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3 Reasons You Should be Talking about Conflict in the Workplace

3 Reasons You Should be Talking about Conflict in the Workplace

Is conflict helping or hurting your workplace?  Does this even seem like a plausible question to you? I understand if it doesn’t – the term “conflict” generally has a negative connotation, something to be avoided or resolved immediately before it finds itself in a courtroom and costing a business millions.

The truth is that you DO have conflict in your workplace at one time or another. Conflict naturally occurs when two or more people have divergent ideas, needs, and wants. It’s normal, inevitable and every organization experiences it. This is why you should be talking about conflict in your workplace – because unaddressed or poorly managed conflict could cost your business in more ways than you might think.

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Bullet Proof Your Team Dynamic - Measure It!

Bullet Proof Your Team Dynamic - Measure It!

So, who in the world wants to really see what their team dynamic looks like by holding up a big mirror? Fast paced, mission driven teams who know that even with the best idea in the world, without a great team dynamic, they’ve got nothing. That’s who… We searched for an ideal tool to help teams and team leaders look objectively at themselves in a non-threatening way. We landed on one that is both proven and ideal for small to mid-size teams (2-40 people). We’ve found that when we match this diagnostic tool together with our conflict focused services, the teams improve dramatically as do their results.

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Making an Impact with Feedback

Making an Impact with Feedback

Ever watch one of the talent, dance or voice reality shows? As a guilty pleasure, I’ve seen them all at one point and after every performance a panel of celebrity judges gives the performer feedback. Each judge has their own style and some have become infamous (think Simon Cowell and his no-mince opinions and harsh tones). From my perspective, some judges are better than others at structuring and expressing their feedback. The objective should be for the performer to understand what they did well or not so well, what they could do better, and take the advice given. Likewise, there are key guidelines for the person giving feedback to do so effectively.

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The Juice in Hackathons is in the Teams, Not the Ideas

The Juice in Hackathons is in the Teams, Not the Ideas

Hackathons come in all sorts of shapes and sizes these days. From the Food Hack to the Sustainability Hackathon to the classic Hack Whatever-You-Want style event, they can be invigorating. I’ve spent time at several Hackathons this year, both as an observer and an Ombudsman (conflict advisor). From a team dynamics standpoint there aren’t many places where you can watch the entire life cycle of a team (sometimes 30+ teams) in less than 48 hours. It’s like watching a bunch of startup companies run themselves through a time machine, only it’s more complex. That’s right, more complex. In this article I’ll briefly explain what I mean from a team dynamics perspective and then pass along some fast and simple steps that will help you get to higher performance with your next team.

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Harness the Power of Conflict to Spur Innovation & Productivity

Harness the Power of Conflict to Spur Innovation & Productivity

Constructive Conflict is an extremely valuable tool that can help business teams enhance performance when it is actively and thoughtfully engaged in. The unplanned for and haphazard use of conflict within teams can sometimes enhance performance, yet carries with it the greater risk of negative outcomes when compared to anticipated and structured intellectual conflict interactions. Without some constructive conflict planning, teams tend towards conflict avoidance and accomodating behavior that can lead to stagnation and destructive conflicts.

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Got Innovation? Quantify your team’s conflict capacity with the Innovation Estimator™

Got Innovation? Quantify your team’s conflict capacity with the Innovation Estimator™

I last wrote about the new Conflict Calculator™ and the benefits of measuring the costs associated with negative conflict outcomes in teams. This time I’d like to focus on the flip side of that equation, the cost to a business for not having a team dynamic that embraces and uses conflict for positive outcomes.

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Tight Rope Walking 101: High Potential Startups Balance between Creative Tension and Destructive Conflict Every Day

Tight Rope Walking 101: High Potential Startups Balance between Creative Tension and Destructive Conflict Every Day

I have put together and delivered a workshop at several business incubators recently.  I have fun with it because I really enjoy watching the faces of the participants when a piece of information answers a question they have been struggling with for years. What is that question?

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