Archives for Culture

Book Review: Hold on to Yourself Through Tough Conversations

The Center was fortunate to get an early look at Julia Menard and Judy Zehr’s new book, Hold on to Yourself Through Tough Conversations, which comes out in early February from Balboa Press. It is a wonderful new offering that helps explain and provide pathways for addressing the emotional challenges we all face in conflict settings. The book draws from a multitude of rich and diverse sources including Jon Kabat Zinn (mindfulness), Laurel Mellin (emotional brain training), Daniel Goleman (emotional intelligence), Daniel Siegel (interpersonal biology), John Gottman (couples communications), Marshall Rosenberg (nonviolent communications), and others. It provides an in-depth but… Continue Reading Book Review: Hold on to Yourself Through Tough Conversations
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Categories: Culture, Managing Emotions, Research, and Uncategorized.

Getting Even Comes at a Large Cost

Conflict stirs up strong emotions. When they are not managed well, these emotions can fester and lead us to respond in very destructive ways. One such response is retaliation or getting even with the other person. Researchers suggest that our retaliatory response was an evolutionary development that helped let others know when they were doing something unacceptable (1). When we see someone doing something that offends our values, it is easy to want to stop them from doing it again. Many people also feel a short term sense of satisfaction in getting back at the other person. This usually falls… Continue Reading Getting Even Comes at a Large Cost
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Categories: Communication and Behavior, Culture, and Uncategorized.

Conflict and Matrix Management

Matrix management evolved to enable organizations to deal with more complex issues. While it can be effective at improving information distribution and managing multiple aspects of product distribution, matrix management can also lead to increased conflicts. Research typically points to several conflict sources including ambiguous goals, uncertainty regarding decision making rights, and mixed employee loyalties. While conflicts may be natural in matrix settings, they do not have to lead to dysfunction. Some conflicts can be prevented by leaders taking time to clarify the organization’s larger goals. This can help prevent confusion over which goals take precedence, as well as how… Continue Reading Conflict and Matrix Management
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Categories: Communication and Behavior, Culture, Research, and Uncategorized.