B. Kim Barnes (from “The Influence Guru”) As a long-time student of interpersonal influence, a frequent speaker and author of a book on the topic,[1] I’m inclined to assume that a failure to influence (mine or anyone else’s) is a …
B. Kim Barnes Norms for productive conflict resolution Establishing some explicit norms and demonstrating these approaches publicly can help create an environment in which productive conflict behaviors are seen as desirable and are practiced. Some “rules of the road,” if …
Establishing Conditions for Productive Conflict Management, Part 2: Norms and Practices Read more »
By Eric Beckman
The holiday season, with its themes of light, hope, peace on earth, and goodwill is meant to bring out the best in people. Unfortunately, the holidays also present many opportunities for stress, anxiety, and high expectations. It is during these times we can exercise leadership to help bring out the best in ourselves and others in moving from conflict to harmony.
I have often run an exercise in workshops in which the participants create an emblem that represents what they stand for – what they want the world to know about them. They then meet in small groups and without saying anything about it, show that emblem to the others, in turn. Each person, when they are the focus of the group, shows the emblem but offer no other information at first. The others are to learn as much as possible about the focus person, using the information on the emblem, but may not agree, disagree, or offer feedback. They are specifically asked not to offer either negative or positive evaluation, but they may ask questions and the focus person may answer them.
By B. Kim Barnes Reprinted from LinkedIn, June 10, 2019 Research in neuroscience and behavioral economics tells us that it is very difficult–if not impossible–to change someone’s mind, once they have committed to an opinion or point of view. We …
An Approach to Rational Conversation in Divisive Times Read more »