Workplace Conflict Resolution: People Management Tips: Managing Your Human Resources is a pretty good article on resolving conflicts at workplace. If you are a boss like, you are likely to faced at least one such situation where you would have had to step in to resolve conflicts between people in your team. I have had to do it and more recently my wife had to do it several times.
It lists three main points. While leaving you to go read the article for full details I will just list them here:
1. Do not avoid the conflict, hoping it will go away
2. Do not meet separately with people in conflict.
3. Do not believe, for even a moment, the only people who are affected by the conflict are the participants.
I think a very common mistake all of us do, when trying to resolve it is, we first meet the parties separately to get their side of the story. I think it deepens the conflict because, when you listen to them individually, it tends to polarize their stance more. It becomes self-fulfilling to them.
This article also lists steps you can take in resolving such conflicts.
Friday, March 17, 2006
Wednesday, March 15, 2006
Aspiring Mangers: Do it Your Way
A very interesting article; Aspiring Mangers: Do it Your Way on the British Computer Society (BCS) web site re-confirms the basic notion of intention-manifestation.
In this article, which is based on a speech given by David Taylor, author of the Naked Leader series of management books, it is said: "work out where you want to go or who you want to be, and then do it. He stressed that it is not necessary to know how to get where you want to be; it's the 'what you want to be’ that is important. Concentrating on the what means the how falls into place. It's important to be persistent and active."
He has also said, "Don't spend all your time planning – take action. If something does not work in trying to reach your goal, try something else. Decide what you are going to do and close off every other possibility." This is the same what Steve Pavlina says in proposing Intention-Manifestation. He uses another term for this which he calls ready-fire-aim approach.
It is good to knoe that knowingly or unknowingly, there are more than one proponent for this model.
In this article, which is based on a speech given by David Taylor, author of the Naked Leader series of management books, it is said: "work out where you want to go or who you want to be, and then do it. He stressed that it is not necessary to know how to get where you want to be; it's the 'what you want to be’ that is important. Concentrating on the what means the how falls into place. It's important to be persistent and active."
He has also said, "Don't spend all your time planning – take action. If something does not work in trying to reach your goal, try something else. Decide what you are going to do and close off every other possibility." This is the same what Steve Pavlina says in proposing Intention-Manifestation. He uses another term for this which he calls ready-fire-aim approach.
It is good to knoe that knowingly or unknowingly, there are more than one proponent for this model.
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