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.

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.

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.

Nursing conflict resolution is more vital than ever as healthcare evolves rapidly. The modern nursing landscape is marked by new challenges that create unique conflict triggers. Understanding these changes is the first step toward building a healthier, more collaborative work environment.

Center for Conflict Resolution in Healthcare LLC REGISTRATION CCRH's 4-day intensive training in Conflict Resolution and Clinical-Setting Mediation provides basic skills for addressing conflict throughout healthcare, and is appropriate for administrators, physicians, nurses, ethics committees, legal counsel, chaplains, social workers, patient advocates, risk managers, security staff and others. Trainings are ordinarily held online. Alternatively, special trainings can be arr

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.

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

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

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

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.

How we approach and manage conflict can significantly impact patient care, team morale, and organizational productivity.

Conflict management in nursing enhances communication, boosts employee satisfaction, & improves patient care outcomes in healthcare setting.

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

In healthcare settings, conflict is inevitable. When dedicated professionals working under pressure have different perspectives on patient care, treatment approaches, or safety protocols, disagreements will surface. But here's what I've learned after years working in both clinical and conflict resolution settings: these tensions aren't signs of dysfunction or difficult people. They're signs that your team lacks the structured tools and frameworks to navigate high-stakes disag

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 a high-stress, high-demand, high-expectation environment.  Conflicts are inevitable. Whether between healthcare providers, administrators, or patients and their families, these disputes can significantly impact the quality of care and overall workplace atmosphere.  Just as importantly, they impact workplace satisfaction, absenteeism, and attrition.   Mediation is one tool to address and resolve these conflicts effectively.  Let's explore what mediation is and th

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

Most would associate conflict with negative outcomes, especially in the high-stakes environment of healthcare. However, when managed effectively, conflict can drive innovation, improve communication, and ultimately enhance patient care.