Why Does the Energy You Carry Matter? Because the space we hold for other people depends on the space we hold for ourselves. Because how you are feeling is the energy you give off – no matter how well you think you’re hiding it. And the most important part: what we get back is often the result of the energy we’re putting out.

Mediation is a confidential, voluntary process where a neutral third party (the mediator) helps people in conflict have the conversation they have been avoiding and reach an agreement they both choose. The mediator does not decide anything. The mediator does not take sides. The mediator does not give legal advice or tell anyone what to do. What the mediator does is create the conditions where people can hear each other, understand what is actually at stake, and find a path fo

This was the most powerful thing Jen said, and it came unprompted. People assume nurses have flexibility because nursing jobs are everywhere. Jen pointed out the truth. You can move from the ER to urgent care, to oncology, to a clinic, and the same patterns follow you. The verbal abuse, the burnout, the broken communication, the lack of support from leadership. Nurses do not feel trapped because they are stuck in one job. They feel trapped because the conflict travels with

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.

A few weeks ago I spoke to AARP for a piece: "How to Cope When You Are Caregiving for Someone You (Really!) Don’t Get Along With," by Bruce Horovitz. That piece is worth reading if you are in a particularly hard situation. What I want to offer here is broader: practical tips and tools for any caregiving relationship, end of life, and especially for the challenges that come with it.

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.

In my recent conversation with Dr. Lee Sharma on her podcast Scalpel and Sword: Conflict and Negotiation in Modern Medicine, we talked about something most healthcare leaders know but rarely name: unresolved conflict is quietly burning out staff, damaging teams, and harming patient outcomes

U.S. companies spend more than $160 billion a year on leadership development. The global number exceeds $366 billion. That buys a lot of workshops, executive retreats, and 360-degree assessments. And yet, Development Dimensions International's (DDI) 2024 assessment of more than 70,000 manager candidates found that 49 percent cannot demonstrate effective conflict management skills. Only 12 percent showed high proficiency. That's not a "people problem." That's a skills gap on a

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.

When a team is struggling, the first instinct is usually to figure out who the problem is. Team coaching addresses those gaps directly. Instead of pulling individuals aside for private conversations about their behavior, team coaching treats the group itself as the client. It focuses on the spaces between people, where conflicting priorities collide, where unspoken frustrations build, and where talented professionals somehow become less effective together than they are apart.

Conflict resolution strategies that actually work. Kimberly Best of Best Conflict Solutions in St. Louis shares practical approaches for families, teams, and leaders. Conflict resolution strategies are learnable skills, not innate traits that some people have and others don't. With the right tools and understanding, you can transform disagreements into opportunities for growth, understanding, and stronger relationships.

Conflict is part of every workplace and every life. Yet most of us were never taught how to navigate it well. Conflict handling feels overwhelming for a reason: it goes against our biology, and the way most of us were raised didn't help.

A conflict management class is more than a quick fix. It's a practical, learnable skill set that transforms how you communicate, collaborate, and solve problems—at work, at home, or in your community. In this guide, you'll discover why conflict management matters in 2026, what you gain from a conflict management class, who benefits, which formats fit your needs, and how to choose the right course.

With the right tools, conflict becomes a pathway to collaboration and understanding. This guide offers proven strategies, practical steps, and real-world examples to help you respond with confidence. You will discover what conflict is, why it matters, core management styles, step-by-step solutions, workplace and family strategies, and the newest trends for 2026. Get ready to turn challenges into opportunities for connection and growth.with confidence in 2026.

Conflict is inevitable in every workplace and relationship. No matter how skilled we are, everyone faces moments where we disagree, where the old ways no longer work, or where we have new needs. These changes can lead to tension and misunderstanding. Even those who excel at resolving issues for others can struggle when it comes to their own lives. This is why conflict management is an essential skill for navigating both professional and personal challenges in 2026.

Imagine trying to resolve a heated disagreement at work or facing a family rift that seems impossible to mend. In 2026, conflicts are more complex, affecting not just our emotions but entire organizations and family systems. The emotional toll and productivity losses are staggering, with recent studies showing that unresolved issues cost teams and relationships dearly. Mastering psychology conflict resolution is now essential for anyone seeking personal growth and healthy, re

In today’s fast-paced workplaces and communities, unresolved conflicts can quickly erode productivity, morale, and trust. Yet, when approached with the right mindset, conflict can spark meaningful growth and innovation. This guide for 2026 delivers the latest strategies, skills, and tools for conflict management and resolution in organizations, healthcare, and families. You’ll find actionable insights, proven frameworks, and practical steps to help you turn challenges into op

I recently joined Dr. Lee Sharma on her podcast, Scalpel and Sword: Conflict and Negotiation in Modern Medicine, to discuss something most healthcare leaders know but rarely address: unresolved conflict is quietly destroying your teams, burning out your staff, and harming patient outcomes.

Conflict is an inevitable part of the nursing profession. Research shows that 75% of nurses report experiencing conflict with physicians at least monthly (Rosenstein & O'Daniel, 2008), while nurse-to-nurse conflict affects between 65% and 80% of nurses (Purpora et al., 2015).Conflict itself isn't inherently negative. According to Almost et al. (2016), well-managed conflict can lead to improved communication, increased efficiency, and better decisions that enhance patient care