Thoughts and Insights by Michael Gregory

This is how to overcome team conflict at work with three steps

When you think of conflict at work, what comes to mind? Wouldn’t it be great to have a relatively simple model to keep in mind that you could use with any situation? We tend to remember well when we focus on three items. With that in mind I am suggesting you take LEA with you when you have a conflict at work. LEA stands for Listen, Empathize and Act. When you carry out all three of these actions at work that can make a major difference to resolve conflicts.

This is how to reach out to those with whom you disagree

From previous blogs you know that The Collaboration Effect ® is all about connecting relationships, actively listening and educating judiciously to negotiate closure. This can work very well when applied to business, home or in life. But what about with individuals with whom we disagree? In this commentary the emphasis is on finding shared values and identities by focusing on the individual. This technique can even work with those with whom we disagree politically. That is a very powerful statement. Read on to learn more. However, remember you can only pull a rope. You cannot push a rope. If the other party is firm in their position and is not willing to interact with you, that is there position. Walk away. If someone truly does not want to interact with you accept this. That is their decision. On the other hand, if the other party is at least willing to interact with you, that indicates there is at least a spark of hope. The ideas presented here may just allow you to take that spark and potentially develop it into a better workable relationship.  

This is how to address conflict at work

We all have conflict every day at work, at home and in life.  Did you ever stop to think that conflict stems from one of the three broad areas relating to task, relationship and values?  This article takes a look at all three and offers you some ideas to help.  There are other ways that can be used to classify conflict, but for the purposes of this article these three headings offer one way to explore the topic.

Understand how body language impacts a negotiation

The key elements of words, tone and body language (including facial expressions) have been commented in previous blogs on communication. Keep in mind no one is perfect on interpreting facial or body language, but there are steps you can take to address your own. There are also steps you can take to improve your interpretation and understanding of others. In the commentary that follows insights on body language and facial expressions in negotiations are explored. These can be critical in a negotiation.

This is how to deal with difficult people and negotiations at work

There are times at work when you have to deal with difficult people and negotiations at the same time. Sometimes you have to deal with difficult situations and negotiations at the same time too. This commentary explores sources to provide you with tools you can use to prepare for and address these types of conflicts.

What about texts in negotiations? What do you think?

You may think texts are for the young and new entries into the work force. You may think texts don’t belong in a work environment. On the other hand, you may think texting is perfectly normal. It is a way of life. It is a way to get to the point with another person quickly.

What does trust have to do with The Collaboration Effect ®?

There is a lot written about

What questions should you ask when preparing for a valuation discussion with the IRS?

This article addresses how to prepare and what questions to ask when involved in a facilitation, negotiation or mediation with another party. The focus here is on a business valuation issue with the IRS.  Preparation is key. Conducting a mock interaction ahead of time can be extremely valuable. 

Here are practical ideas on leading your team through change

Here are some best practices that I wanted to share with you. These are provided so that you can use them to help manage change where you work. This is an overview. You have to realize that you have to address emotions. That is yours and your team’s.

Tailor made negotiations with employees

Every workplace has its own culture. Some involve greater or lessor degrees of negotiation between employer and employees. Employees tend to want to negotiate personal solutions. Examples are adjustments to schedule, travel, training, developmental assignments, and other similar areas.  These are individually or group based. In all instances these are issues important from the employee’s perspective.   How should these be handled?