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Conflict resolution is the process of addressing disagreement in a way that reduces friction, surfaces the real issue, and helps people move toward a workable outcome. It is distin...
The first analytic move in a difficult conversation is to distinguish positions from interests. A position is what someone says they want; an interest is the deeper need or concern...
The Thomas-Kilmann Conflict Mode Instrument maps the many ways people handle disagreement onto two dimensions: cooperation (concern for others) and assertiveness (concern for self)...
Negotiation is a structured form of conflict resolution in which the goal is to reach an agreement both parties prefer to walking away. Three foundations support any negotiation. F...
Conflicts escalate partly because of how we think, not just what we want. The fundamental attribution error — and its close cousin, correspondence bias — leads us to attribute othe...
Conflict inside groups has its own dynamics. Groupthink suppresses dissent in pursuit of harmony, producing poor decisions that erupt later; the Abilene paradox goes further, with...
The hardest part of conflict is often what happens after the conversation. An effective apology names the behavior, acknowledges the impact, avoids excuses, and includes a commitme...