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Inevitable elements of corporate life that they are, some conflicts can seem unsolvable. And yet pathways out do exist, sometimes counter-intuitive ones. How can we move forward together despite rifts?
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Conflicts are inevitable in a company. They even have their usefulness by allowing us to uncover the diversity of outlooks and to manage dilemmas. How can we channel these conflicts towards a productive outcome?
Conflict is part of the everyday landscape for most leaders and managers. However, we generally find it extremely difficult to react calmly to conflict. How can we understand and hence better manage our spontaneous reactions?
What could be more painful than the emergence of strong opposition to a project? Your attitude towards opposition is decisive. How can you respect your active opponents without neglecting your allies or the silent majority?
Conflict can actually enhance performance when constructive discord reflects important company issues. How to ensure that disagreements add value and do not degenerate into destructive power struggles?
How to turn diversity into a real performance driver? By creating the conditions for constructive conflict in which different points of view are taken into account.
To make things change, we have a lot more leeway than we think. How can we take responsibility for creating the changes we want to see implemented?
The quality of the ambiance at work is largely rooted in the management model, and has major repercussions on performance. How to combat infighting and other types of toxic behavior?
The difficult context often leads to taking painful measures, which can damage staff motivation, or even the social climate. What posture can managers adopt to ease these transformations?
What can you do when faced with a “difficult” boss? Rather than enduring him/her, you should rather seek to modify your relationship with him/her. By understanding the underlying triggers behind your hierarchical superior’s stance, how can you influence his/her attitude and behaviors?
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