Thoughts and Insights by Michael Gregory

Disputes

A handshake with a host of small characters above the hands standing on top of the handshake
November 22nd, 2021

How to avoid conflict in negotiations

Understanding the roles and relationships in negotiations is critical for complex negotiations to avoid conflict. By taking the time to prepare each member of the negotiation to understand and fulfill their respective responsibilities is critical. As the negotiation unfolds members can adjust and modify their role as required in a negotiation based on their research and how the negotiation unfolds. There are steps you can take to avoid certain types of conflict in a negotiation. These are explored in this commentary.

October 22nd, 2021

How do you make uncomfortable situations comfortable?

We all must deal with people and stressful situations at work, home, and life.

September 20th, 2021

Here are six advantages of alternative dispute resolution

Do you want closure, an acceptable resolution, a chance to be heard and understood without having to go court? Consider alternative dispute resolution. This alternative provides you with what is often a better option and can save you money, time, and emotional toil. You could elect arbitration and have a third party make the decision, or what may be even better you could have a professional mediator mediate between the parties and help the parties come up an alternative the works for both parties. Alternative dispute resolution in the form of mediation is the focus of this article providing you with six advantages for you to think about.

Woman with facial expression an body language that shows annoyed
September 6th, 2021

This is how to prevent a high conflict employee from draining energy from you and your team

As a leader and manager your role is to promote productivity, be there to help, and support your team. So, what happens when an unhealthy conflict emerges. An unhealthy conflict erodes trust, drains you and your team members of energy, and takes time away from you and team members to address these concerns. When this happens this lowers morale.  People respond in various ways including shutting down, becoming angry, not collaborating, looking out for themselves, reducing business metrics, lowering customer satisfaction, and disenfranchising others. This can become contagious. What can you do? That is the focus on this commentary.

Only seeing the hands and a table with two people across from each other and one pointing a pen down while holding a paper with writing on it in the other hand
July 24th, 2021

Do’s and Don’ts with tough Conversations

A difficult conversation can be something that makes you anxious or gives you stress. Everyone has difficult conversations The question is, what should you not do and what should you do when faced with a tough conversation. This could be personnel matter, a conduct issue, a reprimand, a transfer, a termination, or any of a host of difficult conversations. As an author that specializes in conflict resolution and collaboration, here are some observations to help you.

Older gentleman holding a picture of himself, son, and granchilc
July 14th, 2021

Addressing family strife with the transfer of the family business

As a qualified mediator that focuses on business valuation issues, I have been brought in many times to assist with conflicts associated with business valuation and family succession issues, when things do not necessarily go as planned. This article focuses on common problems and ways in which a qualified neutral familiar with business valuation can help the parties through this emotional and stressful time. Various parties offer expertise to assist with the process, but in the end a qualified neutral familiar with this process, valuation, and mediation can help resolve painful issues timely with far less emotional and physical resources expended.

Man talking on the phone looking away from us
June 6th, 2021

This is how to resolve remote conflicts at work

With people working remotely the opportunity for miscommunication, misunderstanding, and conflict is greater. Avoiding these types of conflicts and addressing these types of conflicts appropriately and timely is key to promote alignment and collaboration. What follows explores the situation and provides some insights to help you in these situations.

A blue thumbs up "me" and red thumbs down "them"
May 24th, 2021

This is how can you collaborate with people you do not like at work

You may have to work with someone you don not like. So how can you work with difficult people, overcome any disputes or conflicts, and work collaboratively with one another? This may involve listening, empathy, and leadership on your part. This may involve some self-examination to see if maybe you might be part of the problem. This article explores a number of areas for you to consider so that can work collaboratively with people you do not like.  In the end we all have to sometimes work with people we would really rather not have to work with, but the task has to be completed and you going to have work this with that person. So now what do you do?

An image of man and a woman on opposite sides of a table and in place of heads they have megaphones yelling at each other
May 10th, 2021

This is how you persuade the unpersuadable

“Many ideas grow better when transplanted into another mind than the one they sprang up” Oliver Wendell Holmes This quote by Oliver Wendell Holmes is directly on point to the subject of this commentary. Do you have to work with arrogant, egotistical, narcissistic, controlling, or disagreeable people? Then read on.  Collaboration is key. Address conflict. The ideas presented here are based on neuroscience and psychology with direct actionable alternatives you can apply at work and in life.

Frustrated guy with his smart phone to his ear and his other hand on his forehead while he is looking at his laptop
April 25th, 2021

How much is the high cost of unmanaged conflict costing your organization

Unmanaged conflict has a significant impact on morale, turn over, and the bottom line. What if you could collaborate constructively instead? Conflicts, disputes, conflict resolution, dispute resolution and healing are key elements to address for effective leadership. Exploring the costs, employees leaving, ongoing implications, your challenges as a leader, and the implications on trust, are things you can address going forward. This article takes a fresh look at this issue and provides you with tools to help you, your team, and your organization. By managing conflict, it is possible to reduce wasted resources, enhance relationships, and be more profitable.

Pages

Subscribe to Blog