Many conflicts aren't just about the topic at hand—they're about our very sense of self.

Fear creates decision-making tunnel vision. We begin to see only binary choices - stay or go, fight or flee, your way or my way, all or nothing. I've learned to listen for these indicators of fear-based thinking: when people present their situation as having only two options. "We either cut staff or go under." "We must either match our competitor's prices or lose our customers." "I have to either accept this proposal or walk away." “The person is a problem, so I must fire t

Sarah's story shows how intractable conflicts become catalysts for positive change when approached with the right support and perspective.

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

The "most magical place on earth" is also a place ripe for conflict and - the perfect opportunity to learn conflict management skills.

In this episode of Navigating H.O.P.E., Dr. Jaime Hope sits down with Kimberly Best, a conflict resolution expert, mediator, and author.

It’s not hard to see all people as people, if you look them in the eyes. It’s even less hard if you take the time to hear their story.

Effective, respectful communication, particularly when it isn’t easy, requires a toolbox full of skills most of us haven’t learned.

For many of us, the holiday season brings a complex mix of emotions that can be challenging to navigate. Here's what to remember.

Healthcare environments present unique challenges for mediation solutions. High stakes, emotional intensity, and complex hierarchies can make conflicts particularly difficult to resolve. Conflict in healthcare is on the rise. Research consistently shows high rates of workplace conflict, with figures ranging between 50-80% for experiencing or witnessing conflict.

In professional environments, conflict and anxiety often go hand-in-hand, creating a complex dynamic that affects both our performance and our ability to find effective solutions. When conflict arises, it naturally triggers feelings of anxiety as we worry about negative outcomes, potential damage to professional relationships, or rejection of ourselves and our ideas. This anxiety, in turn, can escalate the original conflict, creating a cycle where negative emotions and behav

The art of principled opposition isn't just about being right—it's about being effective. Here's how to navigate this delicate terrain while

The decision to engage in political discussions at work is a personal one, with potential far-reaching consequences for your professional relationships and work environment. Before initiating or participating in such conversations, it's a good idea to engage in honest self-reflection about your motives and expectations.

This article delves into the direct and indirect financial implications of workplace conflict in healthcare settings, with a particular focu

In conflict, we want to separate the person from the problem. After all, you can't solve people, but you can solve problems. Identify the behaviors you are finding difficult. The behaviors are the problem, not the person.

Mediation is a foreign concept to many in healthcare. So many times, when I speak to healthcare workers, their initial reaction to mediation is a picture of a courtroom and they look like they want to turn and run. They are intrigued when they learn what it actually is. Mediation is a voluntary, confidential process where a mediator facilitates communication between conflicting parties to help them reach an outcome that works for everyone. Solutions, not blame.

Healthcare is fraught with complexities and emotions, making conflict inevitable. High-stakes decisions, life-or-death pressure, diverse teams, limited resources - of course tension emerges. But here's what I see happening: Organizations watch valued staff members leave, citing "toxic culture" or "lack of support." They see teams fracture, with nurses refusing to work certain shifts together or physicians bypassing established protocols. They know morale is tanking. Everyone

I spent 20 years as a nurse before I became a mediator. In the ER, I learned to listen fast. You have seconds to hear what a patient is really saying underneath their initial complaint. The person who comes in saying their stomach hurts might actually be having a heart attack. The family member who seems angry might just be terrified. That same skill translates directly to healthcare mediation, but with one critical difference: I listen to understand and ask questions to c

In our fast-paced world, it’s easy to overlook the power of truly listening and empathizing with another's perspective—especially in high-stress environments like healthcare. But here’s the thing: empathy isn’t just 'nice to have'; it’s essential for meaningful conflict resolution. Drawing from years of experience in mediating healthcare disputes, I’ve found that when parties feel genuinely understood, defenses lower and pathways to resolution become clear. It transforms ten

We say that conflict is normal. Anger is normal too, and it's often the byproduct of unresolved conflict. But here's what most people miss: anger itself isn't the problem. It's a signal that something important needs attention. I’ve seen a lot of people have a lot of shame around anger. While it is not OK to hurt ourselves or others when angry, anger is a normal emotion with information to share.