Learn from conflict

How to resolve conflicts on a lasting basis? By considering them not as periodic problems, but as opportunities to repair organizational deficiencies.
Most books on conflict offer advice on resolving individual differences, e.g. how to listen better, develop one’s emotional intelligence, adapt to the style of the other person, communicate well, negotiate effectively, etc.
The authors of “Capitalizing on Conflict” look at the question from a more strategic viewpoint. They show that conflict must not be considered merely as a series of problems that must be resolved in isolation. A context must be created in which conflicts do not arise needlessly, and when they do arise, in which they serve to make progress on fundamental issues.
Among the many pieces of advice proffered in the book, two key messages resonated in particular:
– Don’t ignore even apparently minor conflicts, but use them as an opportunity to identify and resolve more fundamental issues.
– Avoid organizational and communication practices that can generate needless counterproductive conflict.
SubscriberSign in
to download
the synopse (8 p.)
VisitorI want to buy
this synopsis (8 p.)
VisitorI want
to subscribe
See also

Maintaining the social bond in the age of hybrid work
Hybrid work, which combines remote and on-site work, has established itself in many companies, but not without raising several concerns. How can the social bond be maintained and nurtured in these new conditions?

Hybrid work: new challenges to be met
Most companies are moving toward a hybrid work organization, combining on-site and home-based work. How to benefit from remote work while maintaining collective strength?

Successfully implementing telework
Remote work presents clear benefits for both staff members and employers. But this organizational model presents many challenges for managers. How can you adapt your style of management to really take advantage of remote work?