Crafting Solutions to Conflict

Specific written plans to deal with potential conflict can be helpful: both by acknowledging that conflict happens and by having a process in place when it is needed.  Those specifics are themselves part of a plan: a contract, a family charter, a workplace policy.  Many of us find planning hard to do: we need to face difficult facts, make tough decisions, and devote resources (time, money, and energy) to doing it well. Three steps can help us get past our own or our clients’ conflict: acknowledge that it is difficult; start with something simple instead of nothing; and expect to review and make changes in the future.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

Betsy recognizes that conflict is a normal occurrence in families, and helps families engaged in philanthropy to understand that they are not alone in experiencing it. In fact, family conflict may emerge for the first time when families create the structures and make the decisions necessary for wise philanthropy.  She and her team are alert for the first signs of conflict and work with families to address it before lasting damage can occur. Betsy mentioned The National Center for Family Philanthropy https://www.ncfp.org/. You can learn more about her work at https://www.arabellaadvisors.com/.   You can reach her through    betsy@arabellaadvisors.com or 202.595.1036.We also talk about our session, with Steve Legler, at the Purposeful Planning Institute’s RendeZoom, July 21 through July 23, virtually. Our session: How can advisors lean into conflict, with confidence?  is designed to be engaging and interactive. It’s not too late to join us! Here’s the link to learn more and to register: https://purposefulplanninginstitute.com/2021-rendezoom.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving. 

Enterprising families and legacy families need to embrace a balance between unity and independence. Unity that is more accurately described as forced lockstep is dangerous. At the same time, honoring family values and the value of staying together will temper leaning too far into independence.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

:Trauma plays a significant and underappreciated role in conflict. What triggers us and what triggers others is a reflection of our past traumatic experiences: as individuals, as descendants, and as a reflection of our times.  Monica Clare is a mediator and leadership coach who focuses on family businesses. We discuss her personal experiences and the methodologies she uses. Learn more about Otto Scharmer’s Theory U here: https://www.ottoscharmer.com/theoryu and The Presencing Institute here: https://www.presencing.org/. Learn more about Thomas Huebl and his work on healing collective trauma and the Collective Trauma Integration Process here: https://thomashuebl.com/. The work of Clare Graves led to the development of the theory of Spiral Dynamics; Ken Wilber built on that theory with his Integral Theory.Learn more about Monica at her website or on LinkedIn: https://www.monica-clare.ca/ and https://www.linkedin.com/in/monica-clare-508a842/ . You can contact her here: monica@monica-clare.ca.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

The question of timing is worth your attention. It’s not everything, but it is something that can profoundly affect how well conflict is handled. The “when” question has two steps. First step, when to broach the subject of having a conversation. Second, when to have the conversation. Sometimes, but not always, those will be the same. As a first step, you may be seeking the commitment of the other person to address what is going on. For more on the need to seek a commitment to address the conflict, tune in to Episode 39, published on September 25, 2019 – on any podcast app or here: https://bit.ly/2SL2SGs.Broach the subject when the other person (or people) are most likely to be receptive to the overture. Think about the calendar, their schedule, and when this particular person is at their best. Set up for a successful conversation.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

Confirmation bias, the tendency to look only for data that supports an opinion, reinforces negative conflict. We can overcome confirmation bias when we work to be aware of it, we consider where we get information (an “echo chamber” doesn’t help), how we glean information (go beyond sensational headlines), and interpret information (not a knee-jerk acceptance or rejection, but a thoughtful approach). Better still, we can try to avoid surrounding ourselves with people who think just like us.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/  And you can follow us on Twitter @conflictsolving.  

Mitzi Perdue has a unique perspective on the importance of family business culture: she was born into the Henderson family, founders of the Sheraton Hotel chain, and she married into the Perdue family, where her husband, Frank, was the head of the family-owned poultry business. Both families are thriving through the generations.Mitzi talked about the importance of families spending time together – starting with Gen1, the first generation, eating meals together. She mentioned the work of Professor Robyn Fivush of Emory University. As the family grows, creating reasons for the family to spend time together becomes essential: holidays, reunions, or other regular, fun events work well. Traditions cement the feeling of family unity. Philanthropy helps families join in a common, positive purpose. Mitzi is dedicated to the fight to stop human trafficking. Learn more at https://www.winthisfight.org/ Win This Fight focuses on “two of the greatest needs of the anti-trafficking community: we raise funds for other anti-trafficking organizations, and we help raise awareness.”Learn more about Mitzi’s passion for helping family businesses thrive through generations here: https://mitziperdue.com/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.    

Disputes and conflicts.  Those of us who spend a lot of time thinking about and dealing with interpersonal disagreements don’t necessarily use those words interchangeably. A dispute has the connotation of a specific point of contention. A conflict, on the other hand, suggests a disagreement that may be longer-lasting or possibly broader.When a dispute erupts between or among people who are in an ongoing relationship, there may also be a conflict beneath it. It’s best to go beneath the dispute to look for an underlying conflict and deal with what you find. Now if you can, later if you can’t.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

:Family Business Mediation helps families and their businesses, large or small, to deal with conflicts effectively. Family businesses are certain to face challenges, by their nature.  Typically, these include: a mix of emotions and money; individuals who wear multiple hats;long-term relationships, expectations, and memories; power imbalances; and a multi-generational time horizon.  This episode provides a brief overview. If you would like to dive deeper, please join Richard Lutringer, Jack Wofford, Natalie McVeigh, and me at the virtual annual conference of the Greater New York Chapter of the Association for Conflict Resolution. On Thursday, June 3, we will offer an interactive presentation on “Family Business Mediation – Addressing Unspoken Factors Driving Business Challenges.” You can register here:https://acrgny.org/ACRGNY-2021-Conference-Schedule-and-SpeakersDo you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

Disagreements can happen in any business relationship.  Startups may face challenges unique to their nature, including issues surrounding the value that each partner is bringing to the venture, when they hope to achieve their goals, and how to onboard employees in the startup environment.  Bryant describes how he came to work with these businesses, and others that attract millennials. We also discuss Bryant’s upcoming book, “The New Middle: Disagreeing with Heart and Mind When it Matters Most.”  In it, he reflects on themes that have arisen in his work in conflict resolution, including the need to treat each other with respect and to remember why they began working together. You can learn more about Bryant and his work at the firm he founded, CollabsHQ, here:   www.collabshq.com. Bryant is active on LinkedIn; you can read his articles and posts, and see book updates here: https://www.linkedin.com/in/bryantgalindo/ .Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.