By Tom Fox — 2015
Workplace conflicts can emerge in any number of forms, but there are some general, garden-variety types that I see on a repeated basis: conflicts with the boss, conflicts with peers and conflicts among a manager’s direct reports or teammates.
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It’s natural to get defensive, but that only escalates the cycle of aggression.
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Figuring out what to say—or what not to say—can feel daunting.
There’s a gap between what you’re really thinking and what you’re saying. You’re distracted by all that’s going on inside and you’re uncertain about what to share and what’s better left unsaid.
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Your idea of a great Sunday is to rise with the sun for a long run. Your partner, however, has other ideas. His notion of a proper Sunday involves sleeping late and enjoying a leisurely brunch over the Sunday paper.
Unresolved conflict can lead to resentment and additional unresolved conflict in the relationship. Even more important, ongoing conflict can actually have a negative impact on your health and longevity.
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Relationship dances between these two types can become very complicated.
Many of us have thought of or dreamed about leaving that job to pursue our dreams, maybe start a business, or pursue our passion. While there are practical issues to consider, we also need to overcome the inertia that comes with the fear we experience when taking a major new direction in our lives.
Sadness is a central part of our lives, yet it’s typically ignored at work, hurting employees and managers alike.
The definition of emotional intelligence is the ability to recognize, differentiate, and manage our emotions and the emotions of others. The notion of emotions being important in our lives goes all the way back to the ancient Greeks.
Individuals with disabilities frequently encounter workplace discrimination, bias, exclusion, and career plateaus—meaning their employers lose out on enormous innovation and talent potential.