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.

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.

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

Labels have always terrified me. Not the words themselves, but what comes with them: the fear of being mis-seen. Of having someone look at me and see the label instead of me. Of being reduced to a word I never fully agreed to.

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

A new Pew Research Center study released just yesterday confirms what many of us feel in our bones. The United States is first country - out of 25 surveyed across the globe - where the majority of adults view their fellow citizens as morally bad.

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.

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.

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.

Why Handling Conflict Feels So Hard, What the Ladder of Inference Has to Do With It, and How to Find Your Best Way Forward

Discover the importance of conflict resolution in 2026. Learn how skillful management protects health, relationships, and success with proven empathetic strategies.

Master emotional intelligence conflict resolution with our 2026 guide Learn proven EQ strategies to resolve disputes, build trust, and create lasting success

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

Every year I write a holiday conflict blog. I do it because I know that many people – myself included - are silently struggling with the approaching holidays - the family dynamics, the old wounds, the exhausting expectations. And every year, I hear from readers who tell me something in these posts helped them show up differently, helped them breathe a little easier, helped them remember they had choices. This year's approach is about the most powerful tool I know.

As both a former critical care nurse and a current conflict management specialist, I've learned that this tension isn't really about the behavior we're trying to change. It's about something deeper: the fundamental human need for choice and control over our own lives and often the issues that lay underneath.