I liked the "Role reversal" idea you presented in this post.
Conflicts are like nightmares for leaders and completely unavoidable. Few weeks back, I shared my experience and it shares a lot of underlying ideas with your post. Nonetheless got a lot of new insights, thank you for sharing your strategies for conflict, Nicola.
True, conflicts are tough, but IMHO they are also one of the best ways to learn and strengthen your team if managed well. Ouch, I read your post about conflict, but I totally forgot to include it in the shoutouts! Fixed it, you are now in my shoutouts π
I think the hardest part isnt' identifying a conflict (sometimes it's super evident), but what to do from there.
I liked the TKI framework. At Amazon, we have the "disagree and commit" leadership principle. People hold tight to their positions because of egos. The principle helps to acknowledge that you disagree, but drop the conflict and commit to the solution without being a jerk and saying "I told you so" on anything that goes wrong.
I liked the "Role reversal" idea you presented in this post.
Conflicts are like nightmares for leaders and completely unavoidable. Few weeks back, I shared my experience and it shares a lot of underlying ideas with your post. Nonetheless got a lot of new insights, thank you for sharing your strategies for conflict, Nicola.
True, conflicts are tough, but IMHO they are also one of the best ways to learn and strengthen your team if managed well. Ouch, I read your post about conflict, but I totally forgot to include it in the shoutouts! Fixed it, you are now in my shoutouts π
Thanks for the post. Friday read :)
Great one Nicola
Great article, Nicola! Especially on getting to the root cause and the Five Whys.
Thanks for the shoutout.
I think the hardest part isnt' identifying a conflict (sometimes it's super evident), but what to do from there.
I liked the TKI framework. At Amazon, we have the "disagree and commit" leadership principle. People hold tight to their positions because of egos. The principle helps to acknowledge that you disagree, but drop the conflict and commit to the solution without being a jerk and saying "I told you so" on anything that goes wrong.
Good article!
Great article, Nicola! And thanks for the shoutout to the Conflict Management Canvas π