I’ve found that by focusing on needs there’s an overwhelming sense of relief – and that helps both parties view the interaction much more positively.

Good luck with the ebook. And if you’d like to connect with Shay McConnan, then let me know.

Mike Wilsher
Academy for Chief Executives
mike.wilsher@chiefexecutive.com

Enjoyed reading your blog today. However,in moving from conflict to collaboration I don’t think there exists one simple formula for success.

Nevertheless, here are some thoughts relating to conflict resolution. Thoughts resulting from my research for an ebook(work in progress)about the exercise of leadership and shared learning.

- Resist the urge to dictate. To attempt to dictate is a major reason why conflicts all too often go critical and why resolutions fail to materialize.

- We may have to moderate our pretentions while others may have to modify their aspirations.

- Listen carefully to the other person’s point of view and attempt to identify the causes of the conflict, and try to remove, or alleviate the problem through dialogue, practical help and support.

- Offer, whenever possible, positive assessment, praising genuine effort and the work of others – thus minimizing perceptions of being threatened.

- Be prepared to accept modifications and to comptomise when possible.

- Be prepared to examine what contribution we ourselves may have made to the situation.

- Try to be aware of when progress is possible, or when retreat is necessary.

I’m sure you could think of many more. In any case I hope the above has been of some interest.

Eugene Gallagher

for Leadership and Learning Pathways
(LLPathways)