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Conflicts within the owner circle - or rather, within the'family of the family business'- are often the main cause of existential crises for family businesses. The damaging effects of unchecked family conflicts affect two social systems: the family business and the business family itself. The impairment of the survival capability of the family business goes hand in hand with the reduced chance of constructive follow-up communication between family members. Once caught up in conflict communication, it is extremely difficult for business families to get out of it without the help of external knowledge. It is therefore surprising that the topic of conflict prevention in business families has so far been given relatively little attention. Against this background, this book takes a closer look at the topic of'Conflicts in the Business Family'and deals with a number of topics that are essential to understanding the subject: the specific challenges and conflicts that business families typically face, as well as practically proven methods of conflict resolution at different levels. The content is based on the experiences that the two authors have gained in a variety of research projects, conflict moderation, and family strategic consulting projects over the past 18 years. The key findings from this wealth of experience are now made available to the general public.

Learn how to become a world-class communicator and, in doing so, become the best negotiator you can be.As one of the world's most experienced kidnap-for-ransom negotiators, Scott Walker has successfully resolved life-or-death crises, facing down gang leaders, pirates, cyberhackers, and extortionists. When he turned to help businesses with negotiation, he realized that the tools and skills he'd need were not so different from the ones he'd mastered in the high-stakes situations he successfully negotiated. Now he's bringing those lessons to you.In this book you will learn Walker's essential negotiation principles and strategies, as well as his tools and techniques, all of which are supported by astonishing real-life case studies. You can begin to add these techniques to your repertoire immediately to become a world-class negotiator, capable of persuading anyone, no matter how tenacious and uncompromising they may be.Built on decades of scientific and academic research along with Walker's extensive experience, Order out of Chaos gives you simple, proven approaches. You'll learn how to slow down high-pressure moments, practice proactive listening, develop your emotional intelligence, and manage conflict. Applied in low-pressure, everyday negotiations with one person or in complex, high-risk scenarios with multiple hostile adversaries, these principles will help you master the moment, communicate effectively, and achieve the outcomes you want.Whether you're an executive in a multinational organization, the owner of a small business, a local sports team coach, or the manager of a single household, the principles and techniques covered in this book will help you navigate the common pitfalls of negotiation and give you the confidence to succeed every time.

Managers are key people in building the success of any organization. Business results depend on their efficiency in the implementation of the power entrusted to them. This efficiency, on the other hand, largely depends on psychosocial competences and personality predispositions. One of the main factors affecting destructively on managers is stress, destroying the level of their motivation to work, the level of commitment and ultimately resulting in premature professional burnout and a significant reduction in the level of efficiency. Ultimately, instead of efficient and motivated specialists, companies are struggling with employees suffering from depression. Exploration of the issue of identifying the sources of stress draws attention to conflict as one of the main research categories that are closely related to the category of stress. It is worth emphasizing that this relationship is two-way: conflict determines the level of stress, stress may determine the scale of conflict situations. This recommended monograph provides the latest knowledge on what contemporary managers use conflict resolution styles and what strategies they choose to deal with in stressful situations. A particular advantage of the study is the presentation of the links between both research categories, which are so paramount nowadays.The Open Access version of this book, available at www.taylorfrancis.com, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives (CC-BY-NC-ND) 4.0 license. Any third party material in this book is not included in the OA Creative Commons license, unless indicated otherwise in a credit line to the material. Please direct any permissions enquiries to the original rightsholder.

If you are a leader—in any sense of the word—or aspire to be an effective one, the world desperately needs you. Perhaps you are an elected or appointed official. Or you run a library. Or you coach a Little League team. While leaders do many things, a major cornerstone of effective leadership is conflict management.Filled with many engaging stories and examples, Calming the Storm: A Leader's Handbook for Managing Unproductive Conflicts presents seventy-five short and quick guidelines for getting past useless arguments and taming cranky issues. Conflict management expert Peter S. Adler brings decades of national and international experience that will be useful for all types of leaders in the public, private, and civil sectors who need to negotiate considerations, calm frictions, mend fences, and facilitate cooperation. This practical book provides a reservoir of ideas that can be used and adapted for diverse, individual situations.

An essential guide to master any workplace conflict with confidence and ease, have less drama, better results, and thrive at work.In many workplaces today, workplace conflict is an escalating issue. The shift to remote work and hybrid teams has left many people longing for deeper human connection. On top of this, add a younger generation clamoring for more feedback and impatient for change, steady advances in technology that can feel threatening to job security, or people reexamining priorities and quietly quitting. Take the increase in anxiety, stress, and depression, mix in the loss of human relationships, and you get less tolerance and understanding leading, ultimately, to more unresolved workplace conflict. Powerful Phrases for Dealing with Workplace Conflict is an essential resource for all employees (and their managers) who are looking for help on how to navigate frequent workplace conflicts, including with their boss and other difficult people, so they can rebuild trust, collaboration, and ultimately enjoy more influence at work. Leadership and workplace culture experts Karin Hurt and David Dye share practical and easy-to-follow tactics such as:Over 300 actual phrases you can use to deescalate common workplace conflict situations, build trust, and make better decisions.Clear examples and explanations of how phrasing will improve interactions.Critical communication tools to ensure workplace issues are addressed before they fester and become more difficult to manage.Findings, real-world cases, and inspiring stories from the World Workplace Conflict and Collaboration Survey of 5000+ people in more than 45 countries conducted by the authors.

Learn the practical skills that can help you build bridges, heal relationships, and engage in productive conversation about even the hardest topics. Most people have experienced the slippery slope of dialogue that descends into -polarized argument. We yell at each other. We gaslight. We twist one -another's words and meanings. We embrace facts that support our conclusions and ignore those that don't. Or we sit in silence, afraid to discuss anything of substance. If how you treat others matters to you, this book offers powerful new habits that can give you the confidence to engage in dialogue about hard topics while building and strengthening relationships. Imagine turning what could be a contentious conversation with a family member, a friend, or a coworker into a fruitful exchange that enlightens everyone's minds and inches both of you toward a solution. Steven T. Collis, one of the world's leading experts on civil -discourse, reveals ten practical habits that can help you navigate the potential minefields of hard topics and leave you and those you converse with feeling thoughtful and productive. Whether you're motivated by a desire for more fruitful discussions about politics or simply bringing more peace to your home, Habits of a Peacemaker offers you the tools to engage in constructive and healthy dialogue.

'...offers an eclectic menu of treats that serve up a new and fresh look at a genre we rarely connect directly to the demands of the real world, much less plumb for key lessons about leadership.'— ARMY MagazineIn the past decade, heroes and villains spawned from the pages of comic books have upended popular culture and revolutionized the entertainment industry. The narratives weave together a multitude of complementary and sometimes competing storylines, spun across decades, generations, and mediums, forming a complex tapestry that simultaneously captures the imagination and captivates the mind. These stories reveal our own vulnerabilities while casting an ideal to which we aspire. They pull at our deepest emotions and push us to the cusp of reality, and bring us back to Earth with a renewed hope of a better tomorrow. They are an endless source of powerful metaphors to help us learn and develop, then be the best versions of ourselves possible.Through the lens of the superhero genre, each chapter explores contemporary challenges in leadership, team building, and conflict, while emphasizing the role of humanity and human nature in our own world.Contributors: Ian Boley, Jo Brick, Mitch Brian, Max Brooks, Mike Burke, Kelsey Cipolla, Amelia Cohen-Levy, Mick Cook, Jeff Drake, Clara Engle, Candice Frost, Ronald Granieri, PhD, Heather S, Gregg, PhD, James Groves, Geoff Harkness, PhD, Theresa Hitchens, Kayla Hodges, Cory Hollon, PhD, Joshua Huminski, Erica Iverson, Alyssa Jones, Mathew Klickstein, Jonathan Klug, Matt Lancaster, Steve Leonard, Karolyn McEwen, Eric Muirhead, Jon Niccum, Kera Rolsen, Mick Ryan, Julie Still, Patrick Sullivan, Aaron Rahsaan Thomas, Dan Ward, Janeen Webb, PhD.

Provides a system to help professionals embrace and even welcome conflict with coworkers, bosses, clients, and others, by introducing the PLAY NICE sandbox strategy for dealing with conflict in a post-pandemic world.The workplace landscape has shifted dramatically since COVID19 struck. Many continue to work remotely while corporate executives indicate the shift may be permanent. Yet workplace conflict continues to remain a struggle in many work environments. Insecurity, conflicting values, and resistance to change are fueling the high stress of interpersonal relationships at work and beyond. For employees and managers alike, workplace conflict has taken on a whole new meaning and complexity. What is needed is a simple, direct, and workable approach to managing conflict. Sandbox Strategies for the New Workplace: Conflict Resolution From the Inside Out provides a system to help professionals embrace and even welcome conflict with coworkers, bosses, clients, and others.As a workplace-relationships expert helping remote and on-site teams resolve conflict for the last couple of decades, Penny Tremblay learned that there's only one way through conflict and that's through it. To help work teams, Penny designed eight proven strategies to help people become responsible, influential, and productive problem solvers.Readers will learn to master the PLAY NICE steps to exponentially increase their capacity to:Embrace, accept, and welcome conflicting valuesUnderstand the importance of collaborative relationships for career advancementTake responsibility to co-create a winning culture with productive and profitable resultsEmpathize with coworkers and even competitors to be the leader others WANT to followThe only book that turns conflict resolution inside out and makes it a work of play, these eight sandbox strategies are illustrated with rich anecdotes, relevant analogies, and fun examples of tools (toys) to make “conflict” lessons as creative and constructive as the childhood sandbox.Playing nice doesn't always mean being nice. Finding one's assertive voice, speaking up, and setting boundaries are tools that are available to everyone. Peaceful, productive, and profitable relationships are everyone's responsibility, so get out your shovels and let's dig in!

How do international leaders emerge and why are they successful in bringing followers to converge on their positions? The Passion of International Leadership draws on recent advances in political psychology and state-of-the-art research in International Relations to go beyond current knowledge and simplistic accounts of international leadership. It tells surprising and intense stories of policymakers at the head of great powers attempting to cooperate during crisis moments, and uses these stories to challenge commonly held beliefs and intuitions about international leadership. Beauregard explores international leadership in four cases of transatlantic cooperation when Western policymakers were confronted with foreign conflicts, like civil or secessionist wars. He provides a fascinating study of the recognition of Slovenia, Croatia, and Bosnia during the wars in Yugoslavia; the peace mediation during the Russia-Georgia war in 2008; the adoption of economic sanctions against Russia over the conflict in Ukraine; and finally, cooperation on striking against the Islamic State in Iraq and Syria. The book argues that leaders are driven by their convictions, and that they must strike a balance between the intense emotions associated with their beliefs and their need to represent a broader community. At the same time as they seek to bring followers on board by persuading them, they need to pay attention to emotionally contagious and resonant events that can alter the course of international cooperation.

The De Gruyter Handbook of Organizational Conflict Management offers insightful contributions covering a myriad of conflict management topics ranging from fundamental issues, such as emotional intelligence and cultural differences, to cutting-edge themes such as political conflicts and mindfulness training. Renowned conflict management scholars and leading practitioners have contributed chapters to this handbook based on their research and their practical experience in the field of confl ict management. Many of the authors have influenced the topic of conflict management as it has become both a fi eld of academic study in universities and a necessary leadership skill. The handbook is organized in four sections. The first section covers interpersonal conflict management and focuses on perceptions, conflict styles, emotional intelligence, psychological safety, and change. The second section includes ethnic and cultural issues in organizational conflict management, such as microaggressions, ethnicity and religion, and political conflicts. The third section offers methods for managing organizational conflicts, including mediation, negotiation, ombudspersons, and conflict coaching. This section also offers guidance on developing an organizational conflict management system and discusses HR's role in managing conflicts. The fourth section introduces chapters on special topics in conflict management, such as workplace bullying, gender issues, birth order personality, human connections, and forgiveness. This handbook is an essential reference for scholars and practitioners. It offers organizational leaders insights into the causes and solutions to organizational conflict management. In addition, it is an excellent textbook for undergraduate and graduate courses in organizational conflict management.

Leading organisations in our contemporary world means grappling with unpredictability, painful pressures and continual conflict, all in the context of an acceleration in the pace of change. We expect the impossible from heroic leaders and they rarely live up to expectations. With countless recommendations, self-help books and new concepts, scholars and management consultants often simplify and dream unrealistically. This book challenges the more orthodox discourse on leadership and presents a way of thinking about leadership that pays closer attention to experience.The contributors in this book, all senior managers or facilitators of leadership development, resist easy solutions, new typologies or unrealistic prescriptions. Writing about their experiences in Denmark, the UK, Israel, Ethiopia, South Africa and beyond, they are less concerned with traits that people can possess and learn, or magical promises of recipes for success, and more with the socio-political process of the interaction between people from which leadership emerges as a theme. We focus on understanding leadership as a practice within which communication, research, imagination and ethical judgements are continuously improvised. So rather than idealising leadership, or reducing it to soothing tools and techniques, we suggest how leaders might become more politically, emotionally and socially savvy. This book is written for academics and practitioners with an interest in the everyday challenges of both individual and group practices of formal and informal leaders in different types of organisations, and is an ideal resource for executives and students on leadership development programmes. We hope this volume will help readers to expand the wisdom found in their own experience and discover for themselves and for others, a greater sense of freedom.

Workplace conflict is inevitable. When it happens, how can you get back on track?Like all relationships, the ones we have at work are subject to stresses—maybe even fractures that can really take a toll on the workplace. Productivity is lost. Time is wasted. Tension mounts. Cooperation is reduced. And the workplace becomes toxic. What's the solution?In Making Things Right at Work, Dr. Gary Chapman, #1 New York Times bestselling author of The 5 Love Languages®, is joined by business consultants Dr. Jennifer Thomas and Dr. Paul White to offer the strategies you need to restore harmony at work. You'll learn:How to discern the causes of workplace conflictHow to avoid unnecessary disputesHow to repair relationships when you've messed upHow to let go of past hurts and rebuild trustDon't let broken relationships taint your work environment. Take the needed steps to make things right... not tomorrow, but today. The success of your career depends on it!

How leaders can recast innovation's toughest trade-offs—efficiency vs. flexibility, consistency vs. change, product vs purpose—as productive tensions.Why is leading innovation in today's dynamic business environment so distressingly hit-or-miss? More than 90 percent of high-potential ventures don't reach their projected targets. Surveys show that 80 percent of executives consider innovation crucial to their growth strategy, but only 6 percent are satisfied with their innovation performance. Should leaders aim for Steve Jobs-level genius, shower their projects with resources, or lean in to luck and embrace uncertainty? None of the above, say Christopher Bingham and Rory McDonald. Drawing on cutting-edge research and probing interviews with hundreds of leaders across three continents, Bingham and McDonald find in Productive Tensions that the most effective leaders and successful innovators embrace the tensions that arise from competing aims: efficiency or flexibility? consistency or change? product or purpose? Bingham and McDonald spotlight eight critical tensions that every innovator must master, and they spell out, with dozens of detailed examples of both success and failure, how to navigate them. How do you excite customers about a product they've never imagined? When is it wise to accept what the data is telling you, and when should you ignore the data and plow forward anyway? How can you maintain stakeholders'trust and support during radical unforeseen course corrections? Bingham and McDonald guide readers through innovation's thorniest tensions, using examples drawn from the experience of organizations as varied as P&G, Instagram, the US military, Honda, In-N-Out Burger, Slack, Under Armour, and the snowboarding company Burton.

A framework to help managers defuse disagreements in the workplace and turn conflict into an opportunity for growth. Unresolved workplace conflict wastes time, increases stress, and negatively affects business outcomes. But conflict isn't the problem, mismanagement is. Leaders unintentionally mismanage conflict when they fall into patterns of what Marlene Chism calls “the Three As:” aggression, avoidance, and appeasing. “These coping mechanisms are ways human beings avoid the emotions that come with conflict,” says Chism. In this book she shows how to fearlessly deal with conflict head-on by expanding your conflict capacity. Conflict capacity is a combination of three elements. The foundation is the Inner Game—the leader's self-awareness, values, discernment, and emotional integrity. The Outer Game is the skills, tools, and communication techniques built on that foundation. Finally, there's Culture—the visible and invisible structures around you that can encourage or discourage conflict. Chism offers exercises, examples, and expert guidance on developing all three elements. Leaders will discover techniques to increase leadership clarity, identify obstacles, and reduce resistance. They'll develop powerful skills for dealing with high-conflict people and for initiating, engaging in, and staying with difficult conversations. Readers will learn that when they see conflict as a teacher, courageously face it, and continually work on transforming themselves, they can get the resolution they are seeking. They can change minds. “A very practical and excellent how-to guide.” —Bill Stoller, CEO and founder, Express Employment Professionals “An actionable blueprint for how to handle... difficult conversations.” —Tanveer Naseer, MS, Inc. Top 100 leadership and management expert, author of Leadership Vertigo

Drawing on advice from the world's leading experts on conflict and communication—from relationship scientists to hostage negotiators to diplomats—Ian Leslie, a columnist for the New Statesman, shows us how to transform the heat of conflict, disagreement and argument into the light of insight, creativity and connection, in a book with vital lessons for the home, workplace, and public arena.For most people, conflict triggers a fight or flight response. Disagreeing productively is a hard skill for which neither evolution or society has equipped us. It's a skill we urgently need to acquire; otherwise, our increasingly vociferous disagreements are destined to tear us apart. Productive disagreement is a way of thinking, perhaps the best one we have. It makes us smarter and more creative, and it can even bring us closer together. It's critical to the success of any shared enterprise, from a marriage, to a business, to a democracy. Isn't it time we gave more thought to how to do it well?In an increasingly polarized world, our only chance for coming together and moving forward is to learn from those who have mastered the art and science of disagreement. In this book, we'll learn from experts who are highly skilled at getting the most out of highly charged encounters: interrogators, cops, divorce mediators, therapists, diplomats, psychologists. These professionals know how to get something valuable – information, insight, ideas—from the toughest, most antagonistic conversations. They are brilliant communicators: masters at shaping the conversation beneath the conversation. They know how to turn the heat of conflict into the light of creativity, connection, and insight. In this much-need book, Ian Leslie explores what happens to us when we argue, why disagreement makes us stressed, and why we get angry. He explains why we urgently need to transform the way we think about conflict and how having better disagreements can make us more successful. By drawing together the lessons he learns from different experts, he proposes a series of clear principles that we can all use to make our most difficult dialogues more productive—and our increasingly acrimonious world a better place.

Develop more productive habits in dealing with your manager. As a professional in the business world, you care about doing your job the right way. The quality of your work matters to you, both as a professional and as a person. The company you work for cares about making money and your boss is evaluated on that basis. Sometimes those goals overlap, but the different priorities mean conflict is inevitable. Take concrete steps to build a relationship with your manager that helps both sides succeed. Guide your manager to treat you as a vital member of the team who should be kept as happy and productive as possible. When your manager insists on a course of action you don't like, most employees feel they have only two options: you can swallow your objections, or you can leave. Neither option gets you what you want, which is for your manager to consider your interests when making decisions. Challenging your boss directly is risky, but if you understand what really matters to your manager, you can build a balanced relationship that works for both sides. Provide timely'good enough'answers that satisfy the immediate need of the boss to move forward. Use a productive solution to the Iterated Prisoner's Dilemma to structure your interactions with management, going along when necessary and pushing back where appropriate, without threatening the loyalty relationship. Send the two most important messages to your boss:'I got this'and'I got your back,'to prove your value to the boss and the organization. Analyze your manager's communication preferences so you can express your arguments in a way most likely to be heard and understood. Avoid key traps, like thinking of the boss as your friend or violating the chain of command unnecessarily.

A new approach to helping teams solve complex and stubborn problems from the acclaimed author of Collaborating with the Enemy. It's becoming less straightforward for people to move forward together. They face increasing complexity and decreasing control. They need to work with more people from across more divides. In such situations, the most common ways of advancing—some people telling others what to do, or everyone just doing what they think they need to—aren't adequate. One better way is through facilitating. But the most common approaches to facilitating—bossy vertical directing from above or collegial horizontal accompanying from alongside—also aren't adequate. They often leave the participants frustrated and yearning for breakthrough. This book describes a new approach: transformative facilitation. Instead of choosing the bossy vertical or collegial horizontal approach: It cycles back and forth between them. Rather than forcing or cajoling, the facilitator removes the obstacles that stand in the way of people contributing and connecting equitably, enabling them to bring their whole selves to the process. This book is for anyone who helps people work together to transform their situation, be it a professional facilitator, manager, consultant, coach, chairperson, organizer, mediator, stakeholder, or friend. It offers a broad and bold vision of the contribution that facilitation can make to helping people collaborate to make progress. Praise for Adam Kahane's books “Thought-provoking discourse on handling difficult situations.” —Publishers Weekly “Profound... a wise way to negotiate our toughest group, community, and societal challenges.” —William Ury, New York Times–bestselling coauthor of Getting to Yes

Why with hundreds and hundreds of books on leadership to choose from, why another one?” The answer is simple. Given the importance of leadership and leaders in organizations there will always be efforts to try to improve our understanding on how we can improve the leadership process. Leadership, Leaders and Leading focuses on the age old reality that successful organizations will continue to need effective leaders at all levels. The book is based on the premise that effective leaders need to be able to establish a shared vision and accompanying strategy that other members of the organization strongly believe in and are willing to help execute. The book argues that we can continue to learn from traditional and contemporary theories and myths about effective leadership & leaders and how they can successfully lead an increasingly diverse and demanding workforce, consumers and the broader society. The book discusses foundational leadership skills like motivation, communication, building leader-follower relationships, groups and teams, developing others, conflict, negotiation and organizational politics along with highlighting the important role leaders should play in the areas of human resource management, ethics, crisis and reputation management, sustainability/sustainable development, and cybersecurity. Each chapter offers the opportunity for the reader to increase their understanding of leadership, leaders and leading in an increasingly dynamic world of work. This book is written for those who are interested in the continued effort and dialogue on what effective leadership, leaders and leading should entail in the coming years.

This fully updated ninth edition provides an introduction to conflict and conflict management that is firmly grounded in current theory, research, and practice.Covering a range of conflict settings, including interpersonal, group, and organizational conflicts, it includes an abundance of real-life case studies that encompass a spectrum of theoretical perspectives. Its emphasis on application makes it highly accessible to students, while expanding their comprehension of conflict theory and practical skills. This new edition features a new chapter presenting key principles students can practice to become more skillful at managing conflict, a wealth of up-to-date research and case examples, suggested readings and video resources, and integrated questions for review and discussion.This textbook can be used in undergraduate or graduate courses on conflict in communication, business and management, political science, and counseling programs.An accompanying instructor's manual, including suggested assignments, cases, exercises, and test questions, can be found at www.routledge.com/9780367461478 under Instructor and Student Resources.

This publication looks at the role that employers and workers organizations play in crisis situations arising from conflict and disaster, thereby contributing to solutions that build social cohesion, peace and stability.

Conflict management is an overlooked area in leadership development. Mediation as an intervention method to use in conflict management can be productive for building leadership capacity and organizational development in higher education. Adults average five conflicts per day and people in titled leadership spend over two-thirds of their time engaged in managing conflict. This workbook offers conflict management strategies, models, and processes to support college and university personnel in recognizing and managing conflicts and how to build skill sets that can enhance effective communication and address conflicts.

Did you know you're likely to have had over 89,000 heated altercations with your closest relations before you reached the age of eight? By age 16, thousands more hours will have been spent by most of us in some form of disagreement with those in our extended social networks. As a species, we're well practised at falling out with each other. We may even have a gene for it – certainly, some of us seem to be gifted. When it comes to finding resolutions, however, things don't come quite so naturally: as much as 90% of all inter-personal conflicts never reach agreement. But it doesn't have to be this way. I Don't Agree is a fascinating exploration of new, powerful and surprising solutions to an ancient problem: why we disagree so much. It shows how to sidestep our animosities and get great things done, despite our differences. Underpinned by cutting-edge research and academic thinking (as well as fascinating real-life case studies and easy-to-use tools), author and marketeer Michael Brown reveals the eye-opening secrets that can lead to better leadership, stronger teams, swifter promotions, more effective collaboration, better organisational culture – as well as radically improving your life outside of work.

Conflicts and violence, repression and oppression have always been part of the world, resulting in situations where no one really wins and leading to stalemates that cause the degradation of economic order – and of the human condition. Whether conflicts can be won or not, the human cost must be addressed when building a lasting peace, and this role falls now to our future leaders and followers. In Peace, Reconciliation and Social Justice Leadership in the 21st Century, expert contributors explore the ways in which leaders and followers can bring forth pacifism, peace building, nonviolence, forgiveness and social cooperation. The chapters focus on the role of positive public policies on the national and international order, and the role leadership and followership plays in harmonizing differences and personifying space. They include lessons learned from post-conflict societies in Rwanda, Sri Lanka, Bosnia-Herzegovina, Chile, and others to remind us all that peace is a collective endeavour where no one can take a back seat. Bringing together leading scholars and practitioners from the worlds of leadership, followership, transitional justice, and international law, this research provides a blueprint of how people-led, bottom-up, grassroots efforts can foster reconciliation and a more peaceful world.

As communication and leadership skills are both essential for personal and organizational success, new approaches and management styles are continuously being sought. Emerging technologies, automation opportunities, and a diverse workforce are just a few of the challenges business professionals must be prepared for in today's workplace environment. The Handbook of Research on Strategic Communication, Leadership, and Conflict Management in Modern Organizations provides emerging research exploring the theoretical and practical aspects of managing and solving conflicts, and introduces updated approaches for refining communication and leadership skills. Featuring coverage on a broad range of topics such as emotional intelligence, organizational crises, and virtual team management, this book is ideally designed for professionals, leaders, managers, and human resource specialists seeking current research on developing the skills and consciousness needed to effectively communicate, negotiate, and collaborate in diverse organizations.

One global leadership challenge is managing the complexity of the political and economic climate of a society. As the global environment changes, it is essential for global leaders to adapt and develop flexible strategies for resolving conflicts and achieving peace. Global Leadership Initiatives for Conflict Resolution and Peacebuilding provides emerging research on a leader's role in the international, national, and nongovernmental organization within post-conflict resolution and peaceful leadership. While highlighting topics, such as civil society organizations, leadership education, and social reconstruction, this book explores leadership theories and practice models to conceptualize the intersection of leadership within conflict management and resolution. This book is an important resource for leaders, scholar-practitioners, educators, and researchers seeking current research on the strategic and diplomatic methods of a peaceful global organization.

This is a comprehensive guide using People Models to understand and resolve conflict at different levels of the organization. It starts at the inter-organizational level explaining conflict between organizations that are involved in mergers and acquisitions. It looks at this kind of conflict not from the point of view of a business and economic rationale but from the point of view of there being a relationship between the two organizations. Here, this relationship is described by a People Model which outlines three different relationship types. In the subsequent chapters we look at the organizational level; first at structural conflict and then at team conflict. In each chapter there is a People Model to explain and resolve conflict. Structural conflict is explained by the Myers Briggs Type Indicator (MBTI) and team conflict is explained by the Schutz model of Inclusion, Control and Openness. In the next chapter the conflict is explained in terms of Gestalt psychology and looks at interpersonal conflict. Carl Jung is then used to explore inner conflict; followed by a chapter on life conflict exploring conflict in terms of how you live a life. The final chapter is focused on the applications of the People Models analysing Donald Trump and Tony Blair. Following through the entire book is a step-by-step procedure called a People Procedure, which is contrasted with a Business Procedure. The former guides you through a process to unravel and resolve conflict.

This two-volume set contains eight activities that create an engaged workplace and improve results.Gallup's State of the American Workplace showed that workplaces that are actively engaged outperform workplaces that are disengaged in every measure. Crosby's two-volume set contains eight activities that create an engaged workplace and improve results.Volume One, The Core Activities, starts with an overview and a chapter on building an engagement strategy to break long-standing dysfunction. Crosby then provides chapters on various conflict resolutions, transition meetings, and work group development.

When leaders learn how to manage the emotions and drama in their organizations, conflict can be made healthier. Nate Regier uses the Drama Triangle Model and the Compassion Cycle to show leaders how to exercise compassion, not passion, and turn the negative energy of conflict into a positive energy for increased productivity and growth.Conflict without Casualties fills a gap by showing leaders at any level how to leverage positive conflict. Practical, insightful, challenging, relevant. -Dan Pink, New York Times bestselling authorMost organizations are terrified of conflict in the workplace, seeing it as a sign of trouble. But Nate Regier says conflict is really just a kind of energy and can be used in positive or negative ways. Handled incorrectly, conflict becomes drama, which is costly to companies, teams, and relationships at all levels. Avoiding, managing, or reducing conflict is a limited alternative. Instead, Regier explores the interpersonal dynamics that perpetuate drama in organizations through a concept called the Drama Triangle and offers an alternative: the Compassion Cycle. The Compassion Cycle allows leaders to balance compassion and accountability, transforming conflict into a growth experience that enables organizations to achieve significant gains in energy, productivity, engagement, and satisfaction in relationships. Provocative and illuminating, the concepts Regier shares will turn conflict from an experience to be avoided into a partner for positive change.

The American workplace has become toxic to mental, emotional, and physical health. A book for our complex and challenging times, Happier at Work offers a practical path for leaders and employees to shift a culture of fear and reactivity to one of communication and collaboration. Mindfulness and compassion come naturally to all of us, as does a fundamental goodness; in these pages, readers will discover how to access that true nature. Van Gils also explores the science behind practices that not only decrease stress, overwhelm, and chronic illness but also develop authentic, emotionally fit leaders and a compassionate workplace. Accessible and inspiring, Happier at Work is a guide to a transformed workplace—one of enhanced creativity, innovation, engagement, performance, and joy!

Effective leadership requires many skills, but foremost among them is the capacity to successfully deal with conflict. Any disruption that creates a lack of alignment can trigger the conflict cycle, such as differences of opinion, competition for scarce resources and interpersonal enmity. Leading through Conflict brings together recent theory and research on interpersonal conflict and its resolution by examining the causes and consequence of conflict in groups, organizations and communities, and identifying ways that conflict can be managed and resolved. It analyzes conflict in a multi-disciplinary way, from clashes within communities to interpersonal and professional encounters. Written in an accessible way by top scholars in the field, Leading through Conflict is a must-read for academics, graduate students, undergraduates and MBA students across leadership, organizational behavior, psychology and sociology.

In order for an organization to thrive, it is essential to develop key strategies for interaction, leadership, and management within diverse settings. Refining these skills ultimately aids in the arbitration of any potential conflicts that may arise during intra-organizational interactions. The Handbook of Research on Effective Communication, Leadership, and Conflict Resolution evaluates operational strategies and interpersonal skill development for the successful leadership and management of modern organizations. Highlighting various governance and interaction techniques that assist in mediating organizational controversies, this handbook of research is a vital source for professionals, leaders, managers, and human resource specialists interested in developing skills needed to efficiently communicate, collaborate, and negotiate across differences within an organization.

Dieses Buch ist eine wertvolle Hilfe für alle, die theoretisch, empirisch oder praktisch mit Konflikten in Organisationen beschäftigt sind und eine wirksame Methode zur Konfliktlösung und Entscheidungsfindung kennenlernen wollen. Im Mittelpunkt stehen Innovationen als soziale Prozesse. Wenn Begriffe unterschiedlich verwendet werden, verschiedene Erfolgskriterien oder voneinander abweichende Strategien, Methoden und Standards bestehen, kommt es zu Konflikten. Die Methode der Konstruktiven Kontroverse unterstützt die Beteiligten bei der Bearbeitung dieser Konflikte, kann dabei Neues hervorbringen und Innovationen so zum Erfolg führen. Die Autorinnen und Autoren geben einen umfassenden Überblick über die Herkunft, Grundlagen und Anwendungsfelder des Konzeptes. Sie beschreiben Verfahren und Instrumente und illustrieren deren Anwendung anhand realer Fallstudien in Unternehmen.

Better TogetherFDR and Eleanor. Mick and Keith. Jobs and Woz. There are countless examples of introvert-extrovert partnerships who make brilliant products, create great works of art, and even change history together. But these partnerships don't just happen. They demand wise nurturing. The key, says bestselling author Jennifer Kahnweiler, is for opposites to stop emphasizing their differences and use approaches that focus them both on moving toward results. Kahnweiler's first-of-its-kind practical five-step process helps introverts and extroverts understand and appreciate each other's wiring, use conflicts to spur creativity, enrich their own skills by learning from the other, and see and act on things neither would have separately. Kahnweiler shows how to perform the delicate balancing act required to create a whole that is exponentially greater than the sum of its parts.

A seven-step guide to effective leadership through confronting conflict and using its power to drive success.“When leaders fail to confront conflict, they become the “biggest elephant” in the room.”In a survey of more than 4,000 CEOs, executives, and managers, more than ninety percent admitted they were uncomfortable confronting or engaging in conflict.Yet leaders must realize that every conflict presents an opportunity to reach higher levels of performance. In The Elephant in the Boardroom, award-winning leadership psychologist Edgar Papke explores the unique and challenging relationship that leaders have with conflict, and offers the know-how needed to use conflict as the engine of innovation and creativity. As a result, you will learn how to act courageously and be better equipped to lead and win in today's complex and turbulent world.The Elephant in the Boardroom will help you:Better understand the unique relationship leaders have with conflictGain the self-knowledge required to confront conflict and attain higher levels of leadership performanceLearn how to foster cultures of openness and higher accountabilityIdentify the sources of dysfunctional conflict to create constructive change effectivelyLearn to use a proven, seven-step model for effectively managing and leveraging conflictAre you ready to confront the “big elephant in the room,” and manage the elephants living and thriving in your organization?

“An excellent workbook-like guide” to the nuts and bolts of professional conflict and the strategies you need to make conflict work for you (Booklist, starred review). Every workplace is a minefield of conflict, and all office tension is shaped by power. Making Conflict Work teaches you to identify the nature of a conflict, determine your power position relative to anyone opposing you, and use the best strategy for achieving your goals. These strategies are equally effective for executives, managers and their direct reports, consultants, and attorneys—anyone who has ever had a disagreement with someone in their organization. Packed with helpful self-assessment exercises and action plans, this book gives you the tools you need to achieve greater satisfaction and success. “A genuine winner.” —Robert B. Cialdini, author of Influence “This book is a necessity... Read it.” —Leymah Gbowee, 2011 Nobel Peace Prize laureate and Liberian peace activist “Innovative and practical.” —Lawrence Susskind, Program on Negotiation cofounder “Navigating conflict effectively is an essential component of leadership. Making Conflict Work illustrates when to compromise and when to continue driving forward.” —Hon. David N. Dinkins, 106th mayor of the City of New York “An excellent workbook-like guide.” —Booklist, starred review

Sharks are not evil. But they're single-minded and very, very hungry. On land, they take the form of bosses, businesspeople, colleagues, family, and sociopathic neighbors. In the world of former governor of New Mexico and US ambassador to the United Nations Bill Richardson, they have taken the form of the most powerful people in the world. He's engaged in high-stakes, face-to-face negotiations with Castro, Saddam, the Taliban, two generations of North Korean leadership, and many more of the world's most infamous dictators—and done it so well he was known as the'Undersecretary of Thugs'while with the Clinton administration. Now the 5-time Nobel Peace Prize nominee tells these stories—from Washington, DC, to the Middle East to Pyongyang—in all their intense and sometimes absurd glory.How to Sweet-Talk a Shark is a rare, candid, and entertaining glimpse into an insider's world of high-stakes negotiation—showing Richardson's successes and failures in some of the world's least friendly places. Meanwhile, readers get frank lessons in the art of negotiation: how to prepare, how to size up your opponent, how to understand the nature of power in a standoff, how to give up only what is necessary while getting what you want, and many other strategies Richardson has mastered through at-the-table experience—and from working with other master negotiators like Presidents Obama and Clinton, and Nelson Mandela. These are takeaways that anyone can use to negotiate with the power brokers, dealmakers, and, yes, the hungry sharks in their own lives.

There has never been a Conflict manual like this. Conflict 25 Success Secrets is not about the ins and outs of Conflict. Instead, it answers the top 25 questions that we are asked and those we come across in forums, our consultancy and education programs. It tells you exactly how to deal with those questions, with tips that have never before been offered in print. This guidebook is also not about Conflict best practice and standards details. Instead it introduces everything you want to know to be successful with Conflict. A quick look inside of the subjects covered: Conflict Management Definitions, Conflict Management : Role in Conflict Management Occasionally due to the nature of…., Conflict Resolution, What is Conflict?, Conflict Management: THE FOUR STEPS IN INTEREST BASED PROBLEM SOLVING, Conflict Management Definitions of Key Terms, Conflict Management: TWO SIMPLE (BUT NOT EASY) PRINCIPLES ON INTEREST-BASED PROBLEM SOLVING, Conflict Management: A FOUR STEP WAY OF DEALING WITH CONFLICT, CONFLICT MANAGEMENT STRATEGIES, Conflict Management: Calling All Hotheads - Tips on Keeping Cool in an Angry World, Types of Conflict, Conflict Management: Power Tripping, Ten Strategies for Conflict Management and Resolution, Conflicts Have Value, Conflict : Organizational structures Organizational behavior Personnel administration Compensation Benefits Career paths…., Principles of Conflict Management, Open Conflict vs Hidden Conflict, What is conflict?, Conflict Resolution, Do We Need to Undergo Conflict Management Training?, TYPES OF ALTERNATIVE DISPUTE RESOLUTION TO RESOLVE CONFLICTS, Conflict-Prevention Skills, Conflict Management: Making Peace - Tips on Managing Conflicts, Team Leader's Role in Managing Conflict, Assessing and Resolving Conflicts: A Sequential Process, and much more...

There has never been a Conflict Management manual like this. Conflict Management 15 Success Secrets is not about the ins and outs of Conflict Management. Instead, it answers the top 15 questions that we are asked and those we come across in forums, our consultancy and education programs. It tells you exactly how to deal with those questions, with tips that have never before been offered in print. This guidebook is also not about Conflict Management best practice and standards details. Instead it introduces everything you want to know to be successful with Conflict Management. A quick look inside of the subjects covered: Distribution Management Sales Training for Wholesale Distributors, Conflict Resolution, General Management Skills, Influencing Organizational Culture, Conflict Management : Role in Conflict Management Occasionally due to the nature of…., Conflict : Organizational structures Organizational behavior Personnel administration Compensation Benefits Career paths…., Creating a Supportive Environment, Conflict Management: A FOUR STEP WAY OF DEALING WITH CONFLICT, Conflict Resolution, Team Leader's Role in Managing Conflict, Do We Need to Undergo Conflict Management Training?, Empowering CSI, Assessing and Resolving Conflicts: A Sequential Process, Executive Core Qualifications: Leadership Competencies, Looking at Training Management from a Business Perspective, and much more...

“Take[s] scenario planning to a new level, beyond the confines of business strategy, to deal with wider social and economic issues.”—Vince Cable, former Secretary of State for Business, UK People who are trying to solve tough economic, social, and environmental problems often find themselves frustratingly stuck. They can't solve their problems in their current context, which is too unstable or unfair or unsustainable. They can't transform this context on their own—it's too complex to be grasped or shifted by any one person or organization or sector. And the people whose cooperation they need don't understand, agree with, or trust them…or each other. Transformative scenario planning is a powerful new methodology for dealing with these challenges. It enables us to transform ourselves and our relationships and thereby the systems of which we are a part. At a time when divisions within and among societies are causing so many people to get stuck and to suffer, it offers hope—and a proven approach—for moving forward together. Praise for Adam Kahane's books “Thought-provoking discourse on handling difficult situations.”—Publishers Weekly “Profound... a wise way to negotiate our toughest group, community, and societal challenges.”—William Ury, New York Times–bestselling coauthor of Getting to Yes

Negotiation is a key part of daily lives, but learning how to negotiate successfully is a valuable skill. The author provides a tool kit for negotiation, demonstrating new methods and giving practical advice.

Managing Professionals deals with the tensions between managers and professionals within organizations, such as hospitals, universities, banks and judicial organizations. Often managers rely heavily on the skills and expertise of the professionals in their organizations, yet these professionals consider management a source of bureaucracy and paperwork.This tension is explored head on in order to answer the question of how to manage an organization effectively. With numerous real-world examples, the book analyzes the problems and complexities of management in professional organizations and makes recommendations on how to manage professionals. The book focuses on a number of key issues, including: Management as a problem Management as a solution Knowledge and innovation Strategy Cooperation Performance Managing Professionals presents an empirical analysis of the problems and offers solutions to the tension between management and professionals and will be of interest to managers and to students of management, organizational behaviour and business administration.

The impacts of a crisis might include fatalities, disabling injuries, significant destruction or contamination or the loss of an organization's reputation. This book examines crisis management in a variety of situations, from its role in business organizations and airplane disasters to disease outbreaks. The recent explosion in world population growth and the mass movement of people into developed forest tropical and subtropical areas has dramatically increased the potential for humans to come into contract with new species and strains of pathogens. This book examines avian influenza A (H5N1), swine influenza A (H1N1) virus (S-OIV) as an emerging disease, malaria as a re-emerging disease, and the importance of infectious diseases acquired via overseas travel to tropical areas. In addition, analyses of major organizational accidents have revealed the importance of organizational factors in the etiology of such events. This book develops a rational and multilevel model for the analysis and prevention of accidents in complex organizational systems. Furthermore, management of a major crisis, generally a corporate or headquarters function as opposed to site emergency response, requires planning, testing and evaluation and maintenance to mitigate and minimize the consequences. The authors of this book focus on crisis management in business corporations, and ways to better handle crisis situations.

This Element is an excerpt from Success Built to Last: Creating a Life that Matters (ISBN: 9780132287517) by Jerry Porras, Stewart Emery, and Mark Thompson. Available in print and digital formats. How to use carefully calibrated, constructive confrontation to ignite your team's best, most passionate, most creative ideas. The best thing you can do about contention is throw fuel on the flames. You heard it right. Contention is something enduringly successful people actually seek out: gloves-off, brutally frank dialogue. These “naked conversations” are not intended to be personally abusive. The focus is on issues, not people....

A practical resource, this book combines tips, checklists, exercises, and stories to outline concrete processes that improve the way leaders, managers, and anyone within an organization responds to conflict. Beginning with a series of questions and self-diagnostics, the authors show you how to: maintain emotional balance in the face of conflict; implement constructive communications techniques; help others deal with conflicts that are causing organization problems; establish norms for handling conflict; use specific approaches for addressing conflict more effectively.'A must-have guidebook for the new age of global business. This book shows every leader how to turn feelings of fear into feelings of safety, suspicion into trust, and competitiveness into collaboration.'--Jim Kouzes, coauthor of the best-selling book The Leadership Challenge and Dean's Executive Professor of Leadership, Leavey School of Business, Santa Clara University'Craig Runde and Tim Flanagan use their vast experience to give us Developing Your Conflict Competence. Move beyond negative workplace conflict to positive and constructive outcomes with the simple tools and suggestions in this must-read field guide!'--Marshall Goldsmith, best-selling author of What Got You Here Won't Get You There, Succession: Are You Ready?, and the upcoming MOJO'I've read the authors'first two books, Becoming a Conflict Competent Leader and Building Conflict Competent Teams. Their latest book pulls it all together by providing models, examples, and thought-provoking insight. It will be required reading for my senior management team.'--Deborah Jallad, president/chairman, Accredited Surety and Casualty Company, Inc.

How can you get to the bottom of workplace behaviors that simply don't work for you or your organization? Don't Bring It to Work explores what happens when patterns originally created to cope with family conflicts are unleashed in the workplace.?This groundbreaking book draws on the success of Sylvia Lafair's PatternAware program Total Leadership Connections. Throughout the book she shows how to break the cycle of pattern repetition and offers the tools that can turn unhealthy family baggage into creative energy that will foster better workplace associations and career success. Lafair identifies the thirteen most common patterns that correspond to characters familiar to anyone who has ever worked in an office: Super Achiever, Rebel, Persecutor, Victim, Rescuer, Clown, Martyr, Splitter, Procrastinator, Drama Queen or King, Pleaser, Denier, and Avoider. To help overcome destructive behavior problems, she maps out the three main steps for becoming aware of patterns and finding the way OUT: Observe your behavior to discern underlying patterns Understand and probe deeper to discover the origins of these patterns Transform your behavior by taking action to change The book includes a wealth of real-life anecdotes and practical, workbook-style exercises that clearly show how anyone can get beyond old, outmoded attempts at conflict resolution and empower themselves to make profound differences both at work and in their personal lives.

The potential for conflict exists in every interaction. But when one doesn't know how to deal with these disagreements constructively, they can escalate into unproductive and even destructive situations. The key is not to avoid conflict, but to recognize and manage it skillfully to produce the best possible outcome. In this powerful and practical guide, author Gini Graham Scott shows readers how to identify the reason for the conflict, recognize and control the emotional factors, and find the best solution. Written in an accessible, conversational style, packed with real-life examples, and including simple exercises and tools to help assess conflict situations, this indispensable guide shows readers how to handle whatever life throws at them.

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Wondering how the most accomplished leaders from around the globe have tackled their toughest challenges? Now you can find out—with Lessons Learned. Concise and engaging, each volume in this new series offers 12-14 insightful essays by top leaders in industry, the public sector, and academia on the most pressing issues they've faced. The contributors share surprisingly personal anecdotes and offer authoritative and practical advice drawn from their years of hard-earned experience.The series launches with three volumes, each of which centers on a timely topic:· Leading by Example· Managing Your Career· Managing ChangeA crucial resource for today's busy executive, Lessons Learned gives you instant access to the wisdom and expertise of the world's most talented leaders.50 Lessons'digital library holds more than 500 individual lessons from over 100 high-profile leaders from industry, the public sector, and academia from companies and institutions around the world.

Responding to the need for more influential international conflict management research, this e-book focuses on workplace conflict issues from a variety of national and cultural perspectives. Also, recognizing the need to include more research from outside the U.S., this e-book explores conflict management in work settings using data from emerging and rapidly growing economies.

There are several different ways that third parties can effectively intervene to achieve resolution of workplace conflicts. Sometimes, when two parties are locked in a head-to-head conflict, things spin out of control and only a neutral third party can unwind the issues to find a solution. Sometimes, two contending parties just can't imagine any acceptable solution because they are in a competitive frame of mind. In this case, a third party can bring a fresh perspective and new ideas. These are just two examples of how third parties can help to resolve workplace conflicts. To help us enhance o.