Today, I’m here to talk about a subject close to my heart—how mastering conflict resolution can be your secret weapon in tackling some of the most pressing issues faced by companies, nonprofits, and institutions today.

1. Employee Engagement and Productivity

• Challenge: Keeping your team engaged and firing on all cylinders, especially when they’re spread across various work environments. A recent article from Fast Company Daily talked about the “red flags” of remote work for job seekers and how we all should pay attention to the short cuts some companies take to lure job seekers to accept that unbelievable offer. How can your company align both employee goals and employee gifts to win in remote, hybrid, and in-person workspaces?
• My Take: Implementing effective conflict resolution strategies means improved communication and a stronger team alignment with limitless agility. When this intentional alignment exists, people managers are able to navigate conflict by learning the triggers and traits of each leader. This results in employees who are not just present, but are actively engaged and highly productive. Start by asking the right questions. Look for the free download on tomorrow.

2. Talent Acquisition and Retention

• Challenge: Finding and keeping your top talent in a transactional job market. Many of my leaders struggle with two things here: finding and retaining the raw talent of unicorns in the hiring and recruitment space. I suggest having a solid strategy that is inclusive and employee led to ensure there is zero disconnect between hiring managers and the job or people managers.
• My Take: A robust conflict management system makes your workplace a magnet for top talent. It also soothes the rough edges that might otherwise lead to talent churn. This is accomplished by having company wide training from an outside consultant with expertise in inclusive leadership and human development experience/expertise. I often take clients on a “what if” journey in their first session to release the anchor of “status quo” so we can define their next step in attracting, hiring, developing, and retaining their best future employee.

3. Workplace Culture and Morale

• Challenge: Building a culture that breathes diversity, equity, and inclusion. My, my, my…..I think this may be the greatest obstacle to overcome in my 30+ years of leading and learning in professional work environments. What you don’t know or investigate can and will prevent the growth most leaders talk about. The first step to building a DEIcentric organization is minimize assumptions and embark upon your personal DEI journey. Next, ask every member of your organization to start where they are and join you. Each path is unique but what you are guaranteed to find ways to improve how each leader shows up and how they work together inside the agency. Consider hiring a DEI coach to work with your people leaders and offer peer support for everyone which includes ally groups also.
• My Take: Conflict resolution isn’t just about quelling disputes; it’s about valuing diverse opinions and fostering a culture where everyone feels seen and heard. This boosts morale and fortifies your company culture. Period. In fact, this is the work I love most because to see the “ah ha?” moments in a room full of diverse leaders and positions when I facilitate workshops and healing sessions, I get extremely excited. This is when I witness the growth they wrote about in our first year of working together.

4. Leadership Development

• Challenge: Developing leaders who aren’t just bosses, but true visionaries and change agents. Sometimes we find people who don’t know what to do or are too busy to care. If this sounds like you or leaders in your organization, here is a tip to consider for improved communication.
• My Take: When leaders are equipped with conflict resolution tools, they lead with empathy and inspire their teams. They transform challenges into lessons and conflicts into collaboration. The secret to leadership development is asking the leaders what they want and actually listening and supporting them in their journey. It may be classes, a flexible work schedule, or a mentoring relationship. I encourage you as people leaders to be the connector for your team.

5. Change Management

• Challenge: Navigating the choppy waters of organizational change, be it through digital shifts or company mergers. Many organizations struggle with change management due to natural human resistance to change. Employees often fear the unknown and worry about how changes will affect their roles, which can lead to reluctance or opposition. This resistance can be compounded by a lack of effective communication from leadership, insufficient training to adapt to new processes, or a previous history of poorly managed change initiatives.
• My Take: Solid conflict resolution skills are vital as they help smooth out the bumps of transition, aligning everyone towards the common goal. They enable organizations to effectively address and mitigate employee fears regarding change. By fostering open, empathetic communication and actively involving employees in the change process, conflict management helps to build trust, reduce anxiety, and secure buy-in. This approach ensures that concerns are heard and addressed, leading to smoother transitions and more successful implementation of new initiatives. Those who complain most often become my test team to identify all of the gaps and help leadership develop contingency plans and training for the transition.

6. Conflict Resolution

• Challenge: Keeping small skirmishes from blowing up into full-blown battles. Conflict among employees can significantly disrupt productivity by diverting attention from work to interpersonal issues, causing delays, errors, and decreased quality of output. This disruption not only affects team dynamics but also directly impacts the bottom line through lost time and reduced operational efficiency, ultimately leading to a tangible decrease in revenue.
• My Take: Directly tackling conflicts quickly and efficiently ensures that your organization runs like a well-oiled machine, without unnecessary disruptions. I encourage leaders to take personality and conflict assessments to help leaders understand how they are perceived and how they perform based on their styles. Implementing conflict resolution tools and fostering effective communication within teams can dramatically improve interpersonal relations and productivity. These strategies encourage constructive dialogue, promote empathy and understanding, and help resolve tensions swiftly. This results in a more harmonious workplace where team members collaborate more effectively, focus better on their tasks, and contribute to higher overall productivity and performance.

7. Employee Wellness and Mental Health

• Challenge: Supporting your team’s mental health in today’s high-pressure work environment. Mental health significantly impacts employee performance and presence in the workplace. Poor mental health can lead to decreased concentration, lower energy levels, and increased absenteeism or presenteeism (being present at work physically but not fully functioning). This not only affects individual output but can also dampen team morale and productivity, making mental health support a critical component of organizational success. In fact, over 70% of employees feel that their work impacts their mental health and often not in a positive light.
• My Take: A proactive approach to conflict resolution reduces stress by addressing the root causes of workplace tension and anxiety. Addressing mental health in the workplace is crucial for maintaining a productive and thriving work environment. Research and expert opinions highlight that poor mental health can lead to significant declines in employee performance, engagement, and satisfaction. Stress, we know, is one of the most common mental health issues in corporate settings, affects bodily functions and can lead to physical symptoms that disrupt daily work. Moreover, the psychological strain from unaddressed mental health issues often results in increased absenteeism and reduced overall productivity. Employers who proactively address mental health not only foster a more supportive workplace but also enhance their organization’s resilience and operational effectiveness. Creating a culture that prioritizes mental wellness helps mitigate the risks associated with mental health challenges, such as high turnover and the associated costs of training new employees. By integrating mental health support into the workplace, such as providing access to counseling services, training managers to recognize signs of distress, and fostering an open dialogue about mental health, companies can significantly improve their workforce’s productivity and engagement. This proactive approach also helps in maintaining a positive workplace atmosphere where employees feel valued and supported.

To my fellow CEOs, directors, and people managers—embracing conflict resolution is not just solving problems; it’s about preempting them. It’s about building a resilient workforce ready to face the challenges of tomorrow. Let’s champion these strategies and make our workplaces not just functional, but phenomenal.

Join me in leading the charge. Together, we can transform our workplaces, one resolved conflict at a time. Who’s Ready???? Let’s connect today and start the journey together

This issue, which currently preoccupies people, goes back a long way. The evolution of technology, which has been ongoing for at least seven centuries, starting from the introduction of the horse collar in Europe, presents a complex and diverse issue concerning its impact on job replacement, a topic that spans multiple centuries. We have now entered an era dominated by artificial intelligence (AI), which is radically altering many professions.

Divorce, often viewed through a lens of loss and heartbreak, carries an understated potential for renewal, understanding, and growth. Deciding to cooperate and fill out an in-house divorce agreement template is a good start, but it is through the thoughtful process of mediation that we find a space where every voice is heard.

Premise: Conflict is a normal and natural occurrence of interacting with one another. The cost of resolving conflict is negligible relative to the cost of leaving conflicts unresolved.

Your marriage is in question and you’re facing a real dilemma. You may be the one who is deciding should you stay or should you go.

(This article was first published in the Oakland County Legal News on May 30 and June 27, 2023.) “The paradox of trauma is that it has both the power to destroy, and the power to transform and resurrect.”  Peter A. Levine, Ph.D.