Crafting Solutions to Conflict

Just last week, I was in a conversation about the key question for a would-be podcaster. Why do you want to do this? I had a clear answer to that question in 2018 during Seth Godin’s podcasting workshop (7 intensive weeks and 35 lessons) and my answer is the same in 2022, on Episode 200. But, I am not the same. I continue to learn from my experiences – and from my podcast guests. There is plenty more to explore in the podcast. I want to help people see a perspective on conflict that is practical and positive. I wanted then and want today to push back against the idea that conflict is always negative. I want to help people see conflict differently – which is why I have had (and will continue to have) a wide range of guests who have insights to share. I want to share ideas that I have learned through my own reading, speaking, study groups, and experiences with individuals and families. And I want to convince others of this deeply-held belief: we can all get better at handling conflict.A big thank you to my guests and to the Old Hands who offer encouragement, wisdom, and technical skills. And, most of all, thank you to all of you who listen. I wouldn’t do it without you.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Working throughout the United States, The Community Relations Service (CRS) is part of the Department of Justice. And not as well-known a part as it might be. CRS works with communities to prevent and respond to alleged hate crimes based on actual or perceived race, color, national origin, gender, gender identity, sexual orientation, religion, or disability.CRS calls itself “America’s Peacemaker” for “communities in conflict by mediating disputes and enhancing community capacity to independently prevent and resolve future conflicts.”You can learn more and contact CRS for assistance at their website: https://www.justice.gov/crsDo you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Unofficial veto power is the idea that one person (or, less frequently, a small subset of a group) has the power to stop progress. And that power is not granted to them by the rest of the group, any document, or cultural norm. “Progress” is a broad term, here. It’s allowing the group to make – or even consider—decisions. In some type of rational fashion. It’s abiding by decisions that are made. That veto power can be exerted in a variety of ways: from refusing to participate in the process, to leaving a meeting in progress, to insisting on more and more information, to denigrating every suggestion made. What to do about it?First, be on the lookout for this behavior; avoid being solely focused on the issues to be addressed. Second, don’t let too many small incursions slide; that can worsen the situation. Third, challenge the use of unofficial veto power; firmly and politely. All of these actions are easier for an outside professional with no stake in the outcome, but if that’s not an option it is likely still worth the effort.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/ And you can follow us on Twitter @conflictsolving.

While serving as an Army colonel in Afghanistan, Chris Kolenda motivated a large insurgent group to switch sides. We talk about that experience and the new edition of his book, Leadership: The Warrior’s Art, a collection of pieces by military leaders. The book has insights for all sorts of organizations and group. Chris notes that there’s really no such thing as military leadership: it’s all leadership and it’s always dealing with people.You can learn more about Chris’s work at https://strategicleadersacademy.com/, and contact him here: [email protected] At the time this episode is published, Chris is on a 1700 mile bike ride, the Fallen Hero Honor Ride.You can find out how to support that project here: https://sabersixfoundation.com/ or through Chris’s company’s website, above.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Many thought that the Queen was too slow to respond to Diana’s death. When she finally did, she minimized the conflict by speaking eloquently and by nodding her head as Diana’s casket passed by. As a ruling monarch, she received respect routinely and wasn’t expected to make her own demonstrations of it.She made a distinction between family and business with Prince Andrew. Allegations (though denied) and friendships (impossible to deny) led to his expulsion from The Firm, but not the family.Prince Harry could either enjoy the privileges and benefits of a working Royal full-time or not. He couldn’t have it both ways.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Queen Elizabeth has been widely appreciated for her life of service. Though most family business leaders aren’t royal monarchs, her approach has lessons that many can learn. Among them: she started early in her devotion to service (even before she was head of The Firm); she worked hard; she kept her own counsel; she was engaged with her “customers” and did not think them to be lesser; she had a sense of humor; and she planned her own succession carefully.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Jay Hughes has spent decades devoted to service to families. Throughout that time, he has been deeply interested in why families flourish – and why they don’t. In our conversation, Jay’s insights include how the Goldilocks principle is essential for the well-being of families. Friends and colleagues created the James R. Hughes, Jr. Foundation, insisting that it bear his name even though his humility made that hard to embrace at first!The Foundation’s Mission: “Rooted in Jay Hughes’ landmark Five Capitals research, The Foundation is a non-profit organization dedicated to advancing the field of family governance and generational well-being.” You can learn more about the Foundation here: https://jehjf.org Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Time and again, we have heard that transitions are challenging and difficult. They also represent an opportunity to be collaborative and creative in addressing change effectively. Embracing thegood type of conflict. Last time, I talked about the process. This time, the focus is on the results. One possible result is a greater acceptance of the fact that change is happening all the time – and that we would do well to notice it and adapt more frequently. We can also prepare ourselves better for the big, unexpected changes. Another result could be greater openness to the idea that everyone can have a voice, even if not a vote, and making that openness a part of the culture and adopted policies. Finally, we could step away from the idea that almost everything is right or wrong, black or white, all or nothing. Instead, we could look for ways to be collaborative and creative, and then improve our options and our outcomes.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

We have heard many times about transitions being challenging and difficult. They also represent an opportunity to be collaborative and creative in addressing change effectively. Embracing the good type of conflict. How? try some inclusive decision-making. A time to invite ideas, listen carefully, and consider those thoughts with respect and an open mind. Even if every suggestion can’t be adopted, there is a chance to embrace a collaborative, respectful, creative process. Seizing that chance can send a message that will help reduce bad conflict now and in the future.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Deena Chochinov’s work in the areas of family therapy and organizational development gives her an unusual and especially helpful perspective for her work as an advisor to family enterprises. Her professional experiences over the course of thirty years inform her insights in her recently published book, HomeWork: How to Be a Leader in the Boardroom and the Living Room. You can learn more about the book and her work here: https://www.deenachochinov.com/. Connect with Deena on LinkedIn here: https://www.linkedin.com/in/deenachochinov/ .Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Rendezvous is the annual gathering of the Purposeful Planning Institute (PPI). It’s “the most professionally diverse gathering of its kind and brings together professionals representing more than 20 disciplines for collaborative dialogue, keynotes, and breakout sessions centered on family dynamics, governance, collaboration, philanthropy and personal development and growth” according to the PPI website. The organization includes over 450 members, representing more than 20 disciplines, including lawyers, wealth managers, trust officers, planned giving experts, psychologists and therapists, and family wealth advisors. Despite all these differences, Rendezvous demonstrated an absence of negative conflict. How? A commitment to collaboration, a nonjudgmental tenor, and a welcoming atmosphere – by design and by culture.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Compromising appears right in the middle of an imaginary image of two axes showing degrees of assertiveness and cooperativeness because it is moderate, not extreme, with regard to both of those characteristics. Compromising gives partial satisfaction to both parties. It may mean splitting the difference between two ideal outcomes or seeking a quick middle-ground way to reach an agreement. Less work than collaborating, and less satisfaction, too. It might be 50/50 or some other distribution. When collaboration is successful under the TKI model, both parties are able to achieve what they want.The TKI model is not set up to mandate – or even suggest – that one mode is always the right one or the wrong one. The model, at its core, can help us discover which ones we might use more and which ones we might use less – to our benefit. Learn more at: https://kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Jack Wofford: mediator? Facilitator? Does he help with conflicts? Disputes? Issues? Disagreements? We talk about what’s in a name and the four essential elements in the work that he does.You can reach Jack at [email protected] and learn more about his work at https://www.mediate.com/mediator-profile/?uid=29258Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

The TKI describes five different approaches to conflict. And those five are always available to each of us. They are accommodating, avoiding, collaborating, competing, and compromising. Visualize a vertical axis of assertiveness, the extent to which someone tries to satisfy their own needs. Along the horizontal axis, the degree of cooperativeness is shown: that is the extent to which a person tries to satisfy the other person’s needs. Avoiding appears on the bottom right of the image – very low on assertiveness and, also, very low on cooperativeness. Collaborating is both assertive and cooperative, landing at the opposite spot, diagonally, across the image.The TKI model does not suggest that one style is always better than another. Instead, the point is to better understand what we do well and what we do often. And then to consider how well our approaches to conflict are serving us.Learn more here: https://kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki/ Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

The TKI describes five different approaches to conflict. And those five are always available to each of us. They are accommodating, avoiding, collaborating, competing, and compromising. Competing is power-driven, with a focus on one’s own needs at the expense of the other person’s. Accommodating is the polar opposite: putting someone else’s needs above one’s own. Neither is always the right approach, nor always the wrong one. The value of the TKI is helping you understand which modes you tend to use, which you use best, and considering whether you are underusing or overusing any of them. Learn more at: https://kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki/ Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Jennifer Fraser, PhD, set out to learn all she could about bullying and healing a brain damaged by it. She was motivated by the experience her teenage son endured, and the memories of her teen years that his experience brought back to her.The result is a book that surveys brain research in this area, outdated myths, and societal trends. Equally important, Jennifer shares hopeful and practical ideas that can help individuals heal themselves. You can learn more about the book and Jennifer’s work here: https://www.bulliedbrain.com/ You can reach her through the website or here:[email protected]. Find her on Twitter here: @teachingbullies Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

More than nine million copies of the TKI assessment have been sold since it was introduced in the mid- 1970s, according to the Kilmann Diagnostics website: https://kilmanndiagnostics.com/assessments/thomas-kilmann-instrument-one-assessment-person/ The tool isn’t black or white and doesn’t label conflict is bad. In fact, it calls conflict “neutral”. https://kilmanndiagnostics.com/faqs/The Thomas-Kilmann Conflict Mode Instrument describes five different approaches to conflict. And those five are always available to each of us. They are accommodating, avoiding, collaborating, competing, and compromising. I have named them in alphabetical order, in an attempt to honor the tool’s advice to use the mode that fits best for a given situation, while remaining open to switching another if the situation changes. In upcoming episodes, I will describe them and allow listeners to think about how they currently use them and how they may shift.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Making choices about just how much conflict to address can lead to better outcomes than stopping before you start or setting up for a sense of failure. We can feel overwhelmed -- and fearful -- about estate planning, as my guest last time, Paul Hood, discussed. An internal conflict. It helps to recognize that it will take time and that changes can be made down the road. And almost any decision is better than none. Doing nothing invites conflict in your surviving family. Trying to make a difficult relationship perfect is unrealistic – instead, try to make it better. When a family has multiple concerns to address, it’s best to handle critical ones first. Outside of a crisis, try for a “win” where the family can experience success. Attempting to solve everything at once is a lot to ask. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Paul Hood has written extensively about estate planning for many years – books, articles, and more. Many have been full of insights for professionals. Earlier this year, Paul’s book on estate planning geared for lay people was published. Yours, Mine, and Ours – estate planning for people in blended or stepfamilies. Among other topics, Paul covers the common fears that can stop people from starting the estate planning process or get them off track after they start.We also discuss how ongoing conversations can help families and their advisors be more successful in creating and executing estate plans. Learn more about Paul’s work, find free resources, and order his books at:https://paulhoodservices.com/ Contact Paul at: [email protected] you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Putting yourself in the shoes of the person you are in conflict with can provide valuable insights. It’s a key feature of the CINERGY conflict coaching model. Cinnie Noble, creator of the model, was my guest on Episode 69, published on April 22, 2020. Listen wherever you get your podcasts or here: https://bit.ly/2xtYMIl. In two recent instances, coaching clients discovered, by putting themselves in the shoes of the other person in the conflict, that the client and the other person faced the same systemic challenge. The other person wasn’t at fault at all. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

In a recent blog post, Seth Godin riffed on Interested vs. Interesting. In short, we are all interesting in our own way. That doesn’t necessarily mean that other people are interested in what we have to offer. Granted. Then I viewed the post through the lens of handling conflict better. One suggestion that comes up in preventing and resolving negative conflicts is to adopt curiosity. In other words, be genuinely interested in other people’s perspectives. Especially if their perspective is different from ours. It is a challenge. No doubt. But we can learn and when we learn, we can more easily find common ground. Now, “interesting”? When in doubt, talk less and listen more. It’s funny how people may find someone interesting and a great conversationalist if they don’t dominate the conversation.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Marlene’s most recent book is From Conflict to Courage: How to Stop Avoiding and Start Leading. We discuss dysfunctional leadership identities and how they can lead to conflict. How to increase your conflict capacity. And how structure leads to behavior. You can find Marlene on LinkedIn: https://www.linkedin.com/in/marlenechism/. You can also reach her by email, at [email protected]. Her website, https://marlenechism.com/ , offers information about her book, her services, and insightful comments on her blog. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Earlier this month, I attended my first in-person conference since early 2020, the Institute for Family Governance conference in New York City. During the lunch break, I chaired a roundtable discussion on addressing and preventing conflict in a family enterprise. Our conversation echoed – and amplified – some themes that we heard throughout the day.Setting expectations is key – well before a problem erupts. Recognize that families and their family enterprises necessarily evolve over time. Important documents, whether legally binding or not, need to change, too. Disagreements are to be expected, and even welcomed. They don’t need to be nasty or destructive. Burying them is rarely a wise move. Finally, the process of communicating is valuable in and of itself.Most interesting to me, over the course of the day, is a newer idea.I was hearing more conversation about the importance of ongoing work within legacy families, family offices, and family enterprises on the subject of handling conflict effectively. One day or one long weekend isn’t enough.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Implicit bias is an unconscious bias or prejudice that we have, which may be contrary to what we say we believe – or even what we think we believe. The Implicit Association Test (IAT) available through the Harvard University website. It’s free and takes ten to fifteen minutes to complete, on your own, online. https://implicit.harvard.edu/implicit/takeatest.html . Project Implicit is a research project. The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. Some people who take the test are surprised and concerned about their results. They may wish to address these concerns. For some excellent suggestions to do that, check out the “What is Implicit Bias?” page of Loyola Marymount University’s website, in the Resources section. Within that, you will see a link back to the Harvard site to take the test. And a full section on “Strategies to Reduce Implicit Bias.” It includes Motives to Reduce Bias, Individual Strategies to Mitigate Implicit Bias, Structural Strategies to Mitigate Implicit Bias, and additional resources. Suggested motives include promoting equity and building stronger relationships. Individual strategies include a focus on deliberate, conscious processing, intentionally focusing on perspective, and spending time with people who aren’t like us. One structural strategy is especially practical and easy to implement: build in enough time for decision-making and don’t make decisions in the heat of the moment.https://resources.lmu.edu/dei/initiativesprograms/implicitbiasinitiative/whatisimplicitbias/ Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/ And you can follow us on Twitter @conflictsolving.

Implicit bias is an unconscious bias or prejudice that we have, which may be contrary to what we say we believe – or even what we think we believe. The Implicit Association Test (IAT) available through the Harvard University website. It’s free and takes ten to fifteen minutes to complete, on your own, online. https://implicit.harvard.edu/implicit/takeatest.html . Project Implicit is a research project. The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. Some people who take the test are surprised and concerned about their results. They may wish to address these concerns. For some excellent suggestions to do that, check out the “What is Implicit Bias?” page of Loyola Marymount University’s website, in the Resources section. I will put the link in the show notes. Within that, you will see a link back to the Harvard site to take the test. And a full section on “Strategies to Reduce Implicit Bias.” It includes Motives to Reduce Bias, Individual Strategies to Mitigate Implicit Bias, Structural Strategies to Mitigate Implicit Bias, and additional resources. https://resources.lmu.edu/dei/initiativesprograms/implicitbiasinitiative/whatisimplicitbias/ Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

The idea of the Ladder of Inference was introduced by Chris Argyris in 1970. The concept became widely known when he and Peter Senge published The Fifth Discipline in 1992. The Ladder of Inference helps us visualize how our brain processes work. Some of it with lightning speed. By better understanding what is happening, we can better address what isn’t serving us well. The Ladder of Inference appears in a number of sources online. Here are two: https://commons.wikimedia.org/wiki/File:Ladder_of_inference.svg and https://www.toolshero.com/decision-making/ladder-of-inference/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Vik Kapoor is back for a second visit. His first was on October 29, 2020, in Episode 96. You can listen here: https://bit.ly/2JcUcmZThat time we talked about the UN peer conflict coaching program that he was involved in.This time we discuss his book about self-coaching, First Serve Yourself: How Young Leaders Around the World are Winning on Their Own Terms. We talk about positive and negative emotions, bias, and tools that individuals can use to effectively coach themselves.You can learn more about Vik at his company website: https://extra-m.com/. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

First, we can think through just when we are at our best – and our worst. Time of day? Day of the week? Location? Can we set up a tough conversation for the time and place when we are at our best? Next, we can be aware of how to be prepared to be at our best when we know in advance that we will be engaged in a difficult conversation. Sometimes we don’t have the luxury of time or much advance notice. What could we adopt as a way to quickly reset and pull ourselves into position for the situation? Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

When thinking about self-awareness and preventing negative conflict, let’s focus on the habits we have, the most obvious patterns we adopt, the knee-jerk reactions (which can have a dangerous capacity for making us appear to be or actually be jerks). We can benefit from taking a moment – or two – to reflect on what is increasing the likelihood of negative conflict unnecessarily. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

David Ehrlichman discusses his work at Converge, a network of practitioners who cultivate impact networks. His book, impact networks, sets out how co-creating networks beside, across, or even within hierarchical organizations can tap into the creativity of individuals who co-create networks centered on a common purpose. Visit the Converge website to learn more about their work and the book, to read their blog, to find links to four- and eighteen-minute films, and to take advantage of the free network toolkit. https://www.converge.net/You can find David on LinkedIn and on twitter @davehrlichman.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

The flip side of the dangers of shortcuts is the benefit of a detour. That is, allowing a conversation to wander to where it needs to go to get at the nub of the conflict. For me, useful detours can come up in conflict coaching, mediation, and more general conflict consulting. In coaching, the value can be in a deeper dive into what makes a client tick. In mediation, the detour may be into what else matters to the people involved, beyond what they initially state. In consulting, the challenge can be presented as one of a very specific and limited problem. Let’s take a little detour into how the problem became intractable. And what you can do to prevent the next “very specific and limited problem” from blowing up. If you aren’t a conflict professional, and are directly involved in a conflict, you can consider whether it would be wise to take a look to the side of the issue. Is there something to see there? Perhaps the scenic route is worth the trip.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Generally, we tend to think of shortcuts as good and detours as bad. Yet, in the specific context of dealing with conflict, it’s often the reverse. Although it can be tempting to race ahead, assuming that no preparation is needed for a successful mediation session, that shortcut can be actually harmful – diminishing the possibility of a positive outcome and risking making a difficult situation even worse.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Adam Kahane has worked for thirty years as a facilitator of diverse groups in a variety of settings around the world. We discuss the insights he has gained from his work, captured in his five books. In his most recent book, Facilitating Breakthrough, Adam sets out how to “remove obstacles, build bridges, and move forward together.” You can learn more about his work and find free resources at his firm’s website: https://reospartners.com/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

The phrase “holding space” is most frequently heard in the context of therapy or psychology. In the context of discussions or meetings, the concept is one of deliberately accepting and anticipating the possibility – even the likelihood – of needing some time and “space” set aside for what may come that is not fully planned for. Time and space to allow for creativity, collaboration and yes – conflict. The good kind where different ideas and perspectives are voiced and a positive type of clash follows.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Courage is not the absence of fear, but a positive way to handle fear. The same could be said of negative stimuli (hot buttons, triggers) and responding in the best way possible.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Mitzi enjoys sharing what she has learned about successful family businesses. Her interest is personal: she was born into the Henderson family, founders of the Sheraton Hotel chain, and she married into the Perdue family, where her husband, Frank, was the head of the family-owned poultry business. Both families are thriving through the generations. In this episode, Mitzi talks about Frank Perdue’s humility, his genuine interest in those who were part of the Perdue community, and his recognition of the value in hearing different – even conflicting – opinions. You can find her most recent book, The Frank Perdue Way, on Amazon or through her website, where you can learn more about Mitzi’s passion for helping family businesses thrive through generations: https://mitziperdue.com/Mitzi is dedicated to the fight to stop human trafficking. To learn more text WIN to 55312 or visit https://www.winthisfight.org/Win This Fight focuses on “two of the greatest needs of the anti-trafficking community: we raise funds for other anti-trafficking organizations, and we help raise awareness.”You can listen to my first conversation with Mitzi, in Episode 128, published on June 9, 2021, here: https://bit.ly/3gpaJRRDo you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

That phrase applies generally to much of the work I do. It also applies specifically to a seminar on April 6, 2022. It is presented by the Family Firm Institute (FFI) and FFI Fellows and graduates of the FFI GEN program are encouraged to attend. https://www.ffigen.org/courses/working-with-conflict-in-the-family-enterprise.The very creation of the course reflects the recognition that conflict is inevitable. So, let’s get better at dealing with it! Some basic understanding of causes of conflict, how it can appear, how advisors can understand and monitor their own responses to conflict, some easy-to-use tools, and ideas about where to get help for difficult situations are all on the agenda. When advisors feel more competent and confident about their own abilities around conflict, it is truly a win-win situation. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Email is often blamed for causing or inflaming conflict. And rightly so. Sometimes, it can prevent conflicts. An email reminder of a spoken agreement can solidify memory of it, reassure all that they have the same understanding (or create the opportunity to clarify if they do not) and save face if someone just might forget the details of the agreement.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Crystal Thorpe is an experienced mediator whose areas of expertise include Elder and Adult Family Mediation. We talk about what it is, and how it helps families work through an immediate dispute regarding an older loved one. And how it can help families get better at handling conflict in the future.You can learn more about Crystal’s work and reach her through https://agreementresources.com/ and http://www.elderdecisions.com/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Pick your favorite colloquial term: do-over, rewind, or mulligan. Whichever it is, that may be an excellent Goldilocks type of option when a difficult exchange (or series of them) has occurred where a relationship is valued and ongoing. Not an explicit dissection of what went wrong, perhaps in excruciatingly painful detail. And not silence, with no acknowledgement of any problem at all.Instead, a decision to have another go at it. Without assigning fault, but with a determination to do better. Not too much and not too little: the Goldilocks approach.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

When you hear the words impartial and neutral, you may have a clear sense of a difference between the two -- or you may think that they are fully interchangeable. In the realm of conflict management or conflict resolution, the use of these different words can cause genuine, strong disagreement. Perhaps the best way to think of the neutral/impartial question is the fairness of that third party. Whatever the term, is the third party who is responsible for the mediation process being fair in handling the process?Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

“John A” Warnick describes himself as a recovering tax attorney and family wealth counselor. John A and I talk about his professional journey, the founding of the Purposeful Planning Institute, PPI, and serendipity. You can reach John A here: [email protected] or 720.458.7770. You can learn more about PPI here: https://purposefulplanninginstitute.com/ Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

As with conflict, we can think of habits as being good, bad, and ugly. As this new year begins, it’s a logical time to look for new opportunities in how we handle conflict. Two suggestions: pick one habit that’s negative and try to do lessof it. AND, just as important, pick one habit that’s positive and try to do more of that one.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

I want to share three solo episodes, in particular, with you. The first two sound connected, and they are somewhat. Back in January, on the 27th, Episode 109 was on the topic of Unity and Unanimity. A related theme appeared in Episode 132, published on July 7, 2021: Independence and Unity. Each is under seven minutes, start to finish, and listeners have found them especially helpful. The third is Turkeys and Lizards Don’t Mix Well. Episode 151, under six minutes, published on November 17, 2021, a week ahead of the Thanksgiving holiday in the US. Turkey – the traditional dish. Lizard brain – the speak before you think part. In fact, a particular phrase in that episode resonated deeply. And it applies in any situation that is already a negative conflict or is heading in that direction:Don’t take the bait. Take a breath.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Some thoughts on the time of the solstice. The time of the solstice is one of extremes: days that are very short or very long. Extremes invite negative conflict. Yet we can try not to view our starting points as positioned as far apart as possible. When I was a young child, I believed that my December 21st birthday was a shorter day than everyone else’s: an early example of the challenge of unequal seeming unfair! Worse still, I didn’t understand the reason for the inequality. Finally, my birthday coincided with the shortest day because I lived in the Northern Hemisphere. That was my starting point. We all start from somewhere and that spot is a little or a lot different from those of other people. That difference provides an opportunity to find disagreement or to embrace the chance to learn, collaborate, and grow!Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Cash Nickerson’s latest book, Negotiation as a Martial Art, describing the power of asking “why” and listening with curiosity and patience to what you hear – including giving the other person plenty of time to respond. He’s not so sure about how to separate the people from the problem, as suggested in Getting to Yes: sometimes the people are the problem. And yes, you can negotiate with bullies – it just takes some extra thought. You can reach him and learn more about his books at https://cashnickerson.com/. You can reach him at [email protected] you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

When we hear something that surprises us – and that we don’t agree with – it can be easy to jump to outrage and stay there. Stewing in the outrage and dismissing the person who said such a thing. Conflict embraced and solidified. “How could they say that!!” might be more useful as “How could they say that?” A question instead of an exclamation. A consideration of the need behind the words.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Trust is a critical foundation to collaboration and positive change in any setting, education and far beyond. Trust can lead to a culture the fosters collaboration. When trust needs to be repaired, four commitments will help: a commitment to small and consistent actions; a commitment to humility and listening; a commitment to extending forgiveness and trust to others; and a commitment to completing the repairs.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Gratitude is a deeply personal emotion. Embracing a platitude that doesn’t feel right to us can lead to inner -- and even outer – conflict. Attitudes of judgment about other people’s apparent gratitude, based on our own perspective start us down the path of conflict.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.

Next week, Thanksgiving Day is celebrated in the U.S. Turkey is often on the menu. And conflict is a frequent accompaniment as extended, intergenerational families come together. Our “lizard brain”, in the context of interpersonal conflict, is the part of our human brain that is like a lizard’s: quick but not careful. We can think ahead about how to avoid problems that we know are likely to occur; we can prepare to be at our own best; and we can take a pause (and not the bait) if an opportunity to lash out presents itself.These ideas can be useful in many contexts beyond Thanksgiving in the U.S. Family gatherings, workplace situations, and neighborhood meetings are all opportunities to be thoughtful and to plan ahead.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at [email protected]! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.