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

Can abrasive leaders really change? Stephen says yes, 83% of the time. Join me as I sit down with UK-based executive coach and Boss Whisperer Stephen Tolfree to explore what happens when leaders cross the line and how they can find their way back.

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.

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.

Teams that have learned navigating conflict in meetings, rather than avoid it, make better decisions and grow stronger together. The most successful teams are those who navigate differences with skill and grace, learning from each other and making space for every voice. Navigate conflict in meetings with confidence using proven strategies for better decisions, stronger teams, and lasting growth. Embrace healthy disagreement today.

One unresolved conflict infects the whole team. So does one healthy resolution. In today's fast-changing workplace, team conflict spreads quickly, turning minor issues into major roadblocks for everyone. Managing conflict within a team is more than just stopping arguments. It is about building a culture where open disagreement leads to innovation, not dysfunction.

Discover 7 powerful tips for conflict resolution in the workplace to reduce stress, boost team morale, and build a supportive culture with proven strategies for 2026.

Conflict is inevitable in every team, but how you resolve it determines your organization’s future. Unresolved workplace conflict drains productivity and morale, leading to costly turnover. Most conflict management strategies fall short, leaving issues to resurface again and again. If you’re searching for a better way, collaborative conflict resolution offers a proven path to lasting solutions and healthier relationships.

Workplace conflict is becoming more complex, and by 2026, the need for effective conflict resolution in HR will reach new heights. Research shows that unresolved issues can drain productivity, lead to burnout, and cost organizations thousands each year. If you’re an HR professional, you know these challenges go far beyond paperwork. The emotional toll, strained relationships, and lost innovation make conflict resolution in HR a top priority for every organization.

In 2026, workplaces are more complex than ever, and HR professionals are at the front lines of change. Conflicts arise from hybrid work, diverse teams, and fast-paced organizational shifts. Navigating these challenges demands more than traditional solutions. This essential guide to hr conflict resolution is designed for leaders and teams determined to foster a healthy, resilient workplace.

In today’s fast-evolving workplaces, team disagreements are bound to happen. In fact, when handled with care, they often spark growth and creativity. Yet, the hidden cost of unresolved issues can be steep, draining productivity and morale. This guide is a practical resource for managing team conflict with confidence in 2026, using research-backed strategies and real-world examples. You’ll discover what drives conflict, the latest resolution frameworks, and processes.

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

In today's challenging economic landscape, many of you find yourselves facing the difficult task of delivering unwelcome financial news...

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

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