If you read my recent post on the five signs of quiet cracking on your team, here's the part I intentionally set aside for this post. The people responsible for noticing quiet cracking are cracking themselves. If your strategy for the next twelve months doesn't have managers at the center of it, you're missing the actual story.

Most of us have worked for someone whose behavior made our days harder than they needed to be. The leader who humiliates in meetings. The one whose anger seems to arrive before the facts do. The boss whose team tiptoes through every interaction because no one knows which version will show up that day.

Most people have never heard the term conflict coaching until they need it. And by then, they're often searching for something else: "how to prepare for a hard conversation," "how to talk to my sister about Mom's care," "how to give feedback without making things worse." Conflict coaching is the thing they're actually looking for, but the name hasn't caught on the way therapy or executive coaching has.

Three tools for hard conversations and group dialogue, from an hour of live dialogue on Cards on the Table: when to use a town hall versus a facilitated dialogue, how to handle anger as information instead of attack, and the single best question to ask before responding to someone who's struggling. The full webinar recording is now on YouTube, and these are the tools participants said they'd use first.

When Overtime Becomes a Conflict: What Healthcare Practice Managers Need to KnowI was recently interviewed by Cathy Cassata for Medical Assisting Today on a topic that comes up constantly in my work with healthcare teams: overtime. Specifically, the tensions that build when staff feel overworked, undervalued, or caught in systems that aren't working for anyone.

We are living in dizzying times. Things are moving so fast, and so much has become possible, that I find myself witnessing developments I never would have dreamed of in my lifetime. The events of everyday feel so surreal. Fast, surreal, mind-boggling, dangerous. This is the moment everyone has been warning about with artificial intelligence. Not someday. Not hypothetically. This week.

This June, I’ll be in Orlando leading a 4-hour pre-conference workshop at the SHRM Annual Conference, the largest gathering of HR professionals in the world. (Oprah’s keynoting this year, and I’m excited!) My session is called “From Fixer to Facilitator: Mediation Skills Every HR Professional Can Use.” And the title says everything about why I proposed it.

Best Conflict Solutions News and a conversation on the cost of conflict to all of us. Not the money, but all the personal costs. At home, forty-two million Americans are caring for aging loved ones, and in 43% of those families, one sibling shoulders most or all of the responsibility. 38% of American adults are currently estranged from a close family member. The average contested divorce costs $15,000 or more, but the real price isn't financial. It's the fractured relatio

I recently participated in a webinar where The Institute for Economics & Peace presented their 2025 Global Peace Index findings: ...

I need to be honest with you. This week has felt heavy. As news of cuts to immigration legal aid, access to justice grants, healthcare...

When government cuts create serious challenges for vulnerable populations, they open space for civic action and community-led solutions.