Conflicts

This feature only applies to episodes with transcripts, which is a small number at this time.

Miki Kashtan on the three shifts needed for self-managing organisations to thrive

...now I am not a fit. This community, this group, and I are not together. And no matter how well you define your criteria, there will come moments when conflicts cannot be contained within the capacity that the community has. And where it is time to actually ask someone to leave. Those are incredibly, incredib...more
... we have shared values, and we have such a cool purpose, we don't have to look at it. So I think of exclusion criteria as being part of what I call a conflict engagement system. So it's one of five core systems that I think are there, in every entity they exist. And if you don't define them, you inherit the...more
...at I think are there, in every entity they exist. And if you don't define them, you inherit them. I will say what I mean. But let me first say that a conflict engagement system is the set of agreements that a group makes about what to do when there's conflict. And if you don't have that system, if you don't...more
...ill say what I mean. But let me first say that a conflict engagement system is the set of agreements that a group makes about what to do when there's conflict. And if you don't have that system, if you don't have clear agreements about how you handle conflict, you're going to inherit the way that conflict i...more
...that a group makes about what to do when there's conflict. And if you don't have that system, if you don't have clear agreements about how you handle conflict, you're going to inherit the way that conflict is handled in the dominant culture. You know, some of the ways that we tend to handle conflict in at l...more
...s conflict. And if you don't have that system, if you don't have clear agreements about how you handle conflict, you're going to inherit the way that conflict is handled in the dominant culture. You know, some of the ways that we tend to handle conflict in at least the global north societies is avoid, erupt...more
... handle conflict, you're going to inherit the way that conflict is handled in the dominant culture. You know, some of the ways that we tend to handle conflict in at least the global north societies is avoid, erupt, suppress, erupt again, quit or fire, fight. You know, those are the things that we do. And if...more
...ocieties is avoid, erupt, suppress, erupt again, quit or fire, fight. You know, those are the things that we do. And if instead, you know, if there's conflict, there are these people that I can go to for support and advice about how to handle this, and if they can't help me directly, then they will mediate,...more
...y, then they will mediate, or they will call a restorative circle, or they will do whatever else is in the agreement, then I am not alone holding the conflict. And it's that system that needs to hold within it the piece about conflict escalation. When conflict is not contained, and it continues to escalate,...more
...ill do whatever else is in the agreement, then I am not alone holding the conflict. And it's that system that needs to hold within it the piece about conflict escalation. When conflict is not contained, and it continues to escalate, under what conditions, in what ways, for what purpose? How do you mitigate ...more
... the agreement, then I am not alone holding the conflict. And it's that system that needs to hold within it the piece about conflict escalation. When conflict is not contained, and it continues to escalate, under what conditions, in what ways, for what purpose? How do you mitigate for consequences? How do y...more

Anna Elgh on self-managing teams and shifting conflicts at Svenska Retursystem

...our employee motivation index. But sometime around 2017, we didn't see the improvements anymore and we saw actually, only behaviours coming back: old conflicts were actually reappearing again and it was like this is just reproducing itself; the way of behaving and the silo thinking and hierarchical culture. ...more
...at we were looking for was to increase the cooperation in the company: to create the climate and an environment that supported cooperation instead of conflict and also to get the coaching and help from Tuff to work with the conflicts that we had at that time. So that was really the aim: shifting the climate...more
...create the climate and an environment that supported cooperation instead of conflict and also to get the coaching and help from Tuff to work with the conflicts that we had at that time. So that was really the aim: shifting the climate - that was what we actually talked a lot about. I thought at that time, re...more
...s - where the decisions were made more and more -that was something that, for some members of the team, it wasn't their cup of tea. So we had several conflicts within the management team and so it was a quite a tough year, I must say - 2018, and by the end of that year, two members of the management team act...more
...Lisa Gill: I'm curious to talk a little bit about this piece you mentioned about shifting the climate. And you mentioned also about there being conflicts in the management team, for example. What have you learned from this experience about working climate and how important that is and how you can shift...more

Ruth, Taryn and Philippa from Mayden, a health tech company that’s Made Without Managers

...manager to do those conversations for you. You're gonna have to speak to somebody about those opportunities, you're gonna have to deal with that team conflict or that misunderstanding. And we want to make sure we give staff those skills and help them to feel empowered to have those conversations, to give fe...more
... wanting to learn about that process of exploring the mindset shift, and also the kind of human skills shift if you like, as well, like you mentioned conflict and feedback, for example. And you touched a bit on the core curriculum, but I'd be interested to know, when there are disagreements or interpersonal...more
...and feedback, for example. And you touched a bit on the core curriculum, but I'd be interested to know, when there are disagreements or interpersonal conflicts, how do you handle that? And has that been challenging? And have you evolved that process over time? Ruth Waterfield: I think this is where our agile...more
...say that the best part of my job is people, and seeing people grow and empowered, and I love that. People are the best, but people also fall out, and conflict happens, and people are also the worst. It's always people, it's always about people. And I guess the challenging part for me - is feeling when it's ...more

Margaret Heffernan on how to act our way out of the status quo trap

...Lisa Gill: Yes, for me that speaks to this endemic aversion to conflict that we have in many societies. The sense that if conflict is happening, something is wrong, and we should avoid it. Or we should resolve it, or try ...more
...Lisa Gill: Yes, for me that speaks to this endemic aversion to conflict that we have in many societies. The sense that if conflict is happening, something is wrong, and we should avoid it. Or we should resolve it, or try and see it as an opportunity to deepen relationships to get...more
...tile. And it's very much designed to teach executives and business school students how to raise concerns when they find themselves caught in a values conflict. And Mary told me a really wonderful story at one point that I'm sure she won't mind me sharing. She was doing some work with a very large company in...more

Pasteur Byabeza on transitioning to self-management at Davis College

...more bureaucracy. Anyone can make important decisions - youcan launch new initiatives, you can hold colleagues accountable, you can even help resolve conflicts. Everybody knows that these ideas can bring about something new, or contribute to achieving purpose for the team - they belong to all the institution...more

Frederic Laloux with an invitation to reclaim integrity and aliveness

... organisations that you can train people a lot in giving feedback but people often still shy away from it, right? Because we all are, to some degree, conflict avoiders. But if you set up the system in a way where the team is directly exposed to whether they do a good or bad job, if the team’s directly in t...more

Jorge Silva on horizontal structures and participatory culture at 10Pines

...ou share, like, one or two examples of the kinds of tools or training that you're giving to your gardeners? Jorge Silva: Well, right now we are doing conflict training. Giving feedback. Non-violent conversations. Yeah, I think this is one of the biggest trainings that we are doing right now. We are also wor...more

Peter Koenig on source, money and consciousness
...quite strongly, "Which one of you is it? Is he or she the founder? Which one? There's only one of you." And I thought, oh, gosh, I'm going to start a conflict. I would say about 39 times out of 40 everybody knows, and they say, "Well, actually, I think it's you" or somebody points to themselves and says, "W...more

Edwin Jansen on how people adopt self-management at Fitzii
...d the Enneagram to be particularly helpful as a personality typing tool. Typically, someone gets some kind of really difficult feedback or is in some conflict with someone and then their deepest fear around how they operate in the world is triggered. And then we like to say leadership development is a team ...more

Margaret Wheatley on leadership and Warriors for the Human Spirit

...t that anger exists in the situation. So we do a lot of work on meditation, and learning to know our triggers, so that we can go into these places of conflict and heartbreak and, and not be undone by them, not fall apart. This was my initial path - that I wanted to be able to stay and I knew, I was so easil...more

Buurtzorg and the power of self-managed teams of nurses
...Lisa Gill: And do you ever have conflict in the team? Like something going on between two people, like a dynamic or something? And if so how do you handle that? Chila: We sometimes have had ...more