Podcasts about preventing conflict

Stanford University psychologist Caroline Fleck explains why validation, the act of showing someone that you understand their experience and accept it as valid, is a catalyst for transformation. Then, doctors John Eliot and Jim Guinn discuss how to get along with anyone. Guess what? Most of us either don't know these skills or don't actively employ them. Their book on the topic is "How to Get Along with Anyone: The Playbook for Predicting and Preventing Conflict at Work and at Home."

Episode: Avoiding ConflictWelcome to The On-Call Empath, the podcast where emotional insight meets practical wisdom. Hosted by Raj Montage, a seasoned empath and emotional wellness expert, this show delves deep into understanding human emotions and how to navigate life's challenges with empathy and awareness.In today's episode, Avoiding Conflict, we're focusing on practical strategies to help you stay calm, centered, and conflict-free. Whether you're dealing with a tense workplace situation, family disagreements, or social tensions, learning how to avoid conflict can lead to healthier, more harmonious relationships. In this episode, we'll explore five simple yet powerful techniques that can help you diffuse potential conflicts before they escalate.As an empath, understanding the emotional currents around you is key, and this episode offers tools to not only recognize conflict triggers but also to respond in a way that fosters peace and understanding. If you've ever found yourself caught in a cycle of conflict, this episode will provide you with the insights to break free and approach challenges with confidence and compassion.Tune in and discover how to transform your emotional landscape and create more balanced, peaceful interactions every day.IG Into Credit: @elephantssintheroom The On-Call Empath Podcast:Welcome to "The On-Call Empath" Podcast, where we dive deep into the complexities of abuse and trauma. With over 300 episodes featuring diverse guests and thought-provoking discussions, our show has become a beacon of insight and inspiration worldwide. Host: Raj MontageDisclaimer: This podcast's subject matter, which contains sensitive medical and mental health issues, is for entertainment purposes only and does not constitute medical, legal, or any other type of professional advice. If you have any health concerns, please see a doctor or medical professional.All Rights ReservedNew Global Solutions LLC.All media and guest inquiries, please email: Rajmontage@protonmail.com****Subscribe to "The On-Call Empath" Podcast⁠⁠⁠https://creators.spotify.com/pod/show/oncallempath⁠⁠⁠

Send us a textWelcome to today's episode! We're tackling a vital question: How can we stop conflict before it starts? Drawing from Joshua 22, we'll explore practical, proactive steps to prevent discord in our communities. Join us as we learn from biblical examples of clear communication, humility, and unity that help keep strife at bay.Episode NotesProactive Prevention:Conflict isn't just about mending what's broken—it's about nipping issues in the bud.Just as doctors prevent illness and lawyers advise on avoiding legal trouble, we must learn strategies to stop discord before it escalates.Biblical Case Study (Joshua 22):The context: After dividing the land, two-and-a-half tribes remained on the east side of the Jordan.Joshua commended their obedience and sent them home, but a misunderstanding arose when they built an altar as a memorial.This act, intended to honor their shared victories, was misinterpreted by the other tribes as an act of rebellion.Key Lessons in Conflict Prevention:Direct Confrontation: Address issues early with honest, face-to-face communication rather than letting grievances fester.Open Dialogue: The nine-and-a-half tribes avoided war by forming a committee, meeting their brethren, and clearly explaining their intentions.Unified Purpose: Emphasize a shared mission and remind each other of the blessings and responsibilities bestowed by God.Practical Application:Whether in your family, church, or community, don't let minor misunderstandings grow into major disputes.Approach conflicts with humility, clarity, and a willingness to compromise—just as Joshua's people did.Remember: True unity is built on direct, loving communication that preempts division.Thank you for joining us as we explore these timeless strategies to prevent conflict. May this message inspire you to foster unity and proactive peace in all your relationships. Christian or otherwise.Bonus Q&A.Why Did God Choose the Tribe of Levi?The tribe of Levi was uniquely chosen by God to serve as Israel's priestly tribe, dedicated to spiritual leadership and the care of the Tabernacle and, later, the Temple. But why did God specifically choose the Levites for this sacred role? The Bible gives us clear insights into His divine reasoning.1. The Levites' Zeal for GodOne of the most decisive moments leading to the Levites' selection occurred in Exodus 32 during the incident of the golden calf. When Moses descended from Mount Sinai and saw Israel's idolatry, he called out:“Whoever is for the Lord, come to me.” And all the Levites rallied to him.” (Exodus 32:26, NIV)2. A Replacement for the FirstbornOriginally, God had consecrated the firstborn of every Israelite family to serve Him (Exodus 13:2), but after the golden calf incident, He replaced them with the Levites:“I have taken the Levites from among the children of Israel instead of all the firstborn … the Levites shall be mine.” (Numbers 3:12, NKJV)Support the showFor an ad-free version of my podcasts plus the opportunity to enjoy hours of exclusive content and two bonus episodes a month whilst also helping keep the Bible Project Daily Podcast free for listeners everywhere support me at;|PatreonSupport me to continue making great content for listeners everywhere.https://thebibleproject.buzzsprout.com

 If you've achieved a managerial position at work, that also means you've unlocked a whole new world of dealing with interpersonal conflict. Jim Guinn is president of the Resolution Resource Group, a training and development company. He joins host Krys Boyd to discuss how managers spend the equivalent of one full workday a week managing team problems and his plan for identifying stressors before they get out of hand. His book, written with co-author John Eliot, is “How to Get Along with Anyone: The Playbook for Predicting and Preventing Conflict at Work and at Home.” Learn about your ad choices: dovetail.prx.org/ad-choices

What's your conflict management personality? Dr. John Eliot, PhD, co-wrote a book on this topic. He mentors executives and advises professional sports teams, coaches, and athletes on psychological principles for enhancing health, performance, and workplace culture. He has consulted for NASA, the US Olympic Committee, the Mayo Clinic, Sony, and Microsoft. Eliot has held professorial appointments at the University of Virginia, Stanford, Rice, SMU, and the Texas Medical Center, winning teaching awards at each. In this episode: Why John decided to focus his research on ‘Conflict' personality How our conflict responses are rooted in predictable patterns How we can predict behavior in high-pressure or emotionally charged situations How someone's ‘Conflict' personality changes between home and work Why it's important to understand our own triggers How to Get Along with Anyone: The Playbook for Predicting and Preventing Conflict at Work and at Home by John Eliot and Jim Gunn is available at the Conflict Docs website: https://www.theconflictdocs.com/Home ►Please subscribe/rate and review the podcast on Apple Podcasts http://bit.ly/lastfirstdateradio  ►If you're feeling stuck in dating and relationships and would like to find your last first date, sign up for a complimentary 45-minute breakthrough session with Sandy https://lastfirstdate.com/application  ►Join Your Last First Date on Facebook https://facebook.com/groups/yourlastfirstdate  ►Get Sandy's books, Becoming a Woman of Value; How to Thrive in Life and Love https://bit.ly/womanofvaluebook , Choice Points in Dating https://amzn.to/3jTFQe9 and Love at Last https://amzn.to/4erpj7C  ►Get FREE coaching on the podcast! https://bit.ly/LFDradiocoaching  ►FREE download: “Top 10 Reasons Why Men Suddenly Pull Away” http://bit.ly/whymendisappear  ►Group Coaching: https://lastfirstdate.com/the-woman-of-value-club/  ►Website → https://lastfirstdate.com/  ► Instagram → https://www.instagram.com/lastfirstdate1/  ►Get Amazon Music Unlimited FREE for 30 days at https://getamazonmusic.com/lastfirstdate  

How to Get Along with Anyone: The Playbook for Predicting and Preventing Conflict at Work and at Home by John Eliot, Jim Guinn Theconflictdocs.com Amazon.com Defuse any heated conflict by learning which of the five conflict styles you are and how to resolve even the most sensitive dispute with this must-read guide. The average American worker spends 156 hours a year engaged in the kind of moderate to intense workplace conflict that adversely impacts both performance and health. Managers spend twenty-six percent of their time addressing and resolving conflicts on their team—the equivalent of chewing up one full workday each week. But what if it didn't need to be like this? What if there was a way to spend less time in stressfully interpersonal interactions and more time on the things that really matter? Through three decades of building and facilitating team chemistry for Fortune 500 companies, professional sports franchises, schools, government agencies, nonprofit organizations, and families—Drs. Jim Guinn and John Eliot have reduced the time and cost of conflict resolution. With this on-the-ground experience combined with industry-leading science and research, Guinn and Eliot discovered people respond to conflict in one of five ways: avoid, compete, analyze, collaborate, or accommodate. Because our responses are ingrained byproducts of the subcortex in action, they are predictable. If you can predict how someone will behave in a given circumstance, you can formulate a game plan. The secret is knowing which of the five patterns someone is wired to use when smacked by a stressor. How to Get Along with Anyone is a pragmatic hands-on book to help you determine conflict types so you can navigate the arguments that emerge in day-to-day life. You'll learn the formula for identifying your coworkers' and loved ones' conflict styles and how to use this information to foster better communication and more effective, collaboration. Filled with fun, engaging examples and actionable techniques, How to Get Along with Anyone teaches you how to predict and prevent escalated conflict, arming you with practical tools for flipping the script on sticking points to nurture stronger and more meaningful relationships.ABOUT THE AUTHORS DR. JOHN ELIOT, PHD, mentors executives and advises professional sports teams, coaches, and athletes on how to apply individual and organizational psychology principles for enhancing health, performance, workplace culture, and the bottom line. He has consulted for NASA, the US Olympic Committee, the Mayo Clinic, Sony, Microsoft, and other Fortune 500 companies. His work has been featured in The New York Times, The Washington Post, NPR, ESPN, Fox Sports, MSNBC, Bloomberg, Harvard Business Review, and more. Eliot has held professorial appointments at the University of Virginia, Stanford, Rice, the SMU Edwin Cox School of Business, and the Texas Medical Center, where he won teaching awards at each. JIM GUINN, EDD, is the president of the Resolution Resource Group, a training and development company that works with Fortune 500 companies, professional sports franchises, large-scale school districts, universities, law firms, and governments on effectively handling conflict. As a mediator, he has conducted over a thousand successful mediations involving family, organizational, civil, and governmental disputes. Clients across HR departments, sales staffs, middle management, and boards, Dr. Guinn personally trains CEOs from all walks of life, plus numerous celebrities and sports icons.

In today's episode, we discuss the art and science of conflict resolution with Dr. Jim Guinn, a renowned expert in mediation and interpersonal dynamics. As the president of the Resolution Resource Group, Dr. Guinn has worked with Fortune 500 companies, government organizations, and teams across industries to help them navigate complex disputes and build stronger relationships. He is the co-author of How to Get Along with Anyone: The Playbook for Predicting and Preventing Conflict at Work and Home, where he shares practical strategies for managing conflict before it escalates.  Join us for an insightful conversation with Dr. Jim Guinn as he unpacks the keys to mastering conflict in both personal and professional settings. Why do emotions often derail rational thinking in high-stakes disagreements? How can understanding different conflict styles transform the way we navigate challenges at work and in relationships? Dr. Guinn shares powerful techniques for predicting, preventing, and resolving conflict, drawing from years of experience mediating everything from corporate disputes to family dynamics. Discover how to identify core issues, adapt to others' communication styles, and foster collaboration to achieve win-win outcomes.  What to Listen For Introduction – 00:00:00 What is How to Get Along with Anyone, and how can it help you improve both personal and professional relationships? What is mediation, and why is it often a last resort in disputes? What are the biggest misconceptions about difficult people in conflict? The 5 Conflict Styles – 00:06:31 What are the five core conflict styles, and how do they differ? How can you identify your own conflict style and that of others? Why is adapting your approach to match the other person's style critical for success? Techniques for Managing High-Emotion Conflict – 00:13:48 How does the Voice Technique work to de-escalate tense situations? What is the Detour Technique, and how can it uncover the core issues in a conflict? Why is managing your own emotional triggers key to effective conflict resolution? Predicting and Preventing Conflict – 00:24:03 How can understanding communication patterns help prevent future disputes? What are the three types of conflict—task, process, and relational—and why is identifying them important? How can leaders use conflict styles to build balanced and effective teams? Resolving Conflict with the Domino and Momentum Techniques – 00:44:49 What is the Domino Technique, and when should it be used? Why is the Momentum Technique better suited for certain personalities? How can self-awareness of your own conflict triggers make you a better leader? A Word From Our Sponsors Tired of awkward handshakes and collecting business cards without building real connections? Dive into our Free Social Capital Networking Masterclass. Learn practical strategies to make your interactions meaningful and boost your confidence in any social situation. Sign up for free at theartofcharm.com/sc and elevate your networking from awkward to awesome. Don't miss out on a network of opportunities! Ready to start your ecommerce business? Sign up for a one-dollar-per-month trial period at shopify.com/charm. Grow your business–no matter what stage you're in. Curious about your influence level?  Get your Influence Index Score today! Take this 60-second quiz to find out how your influence stacks up against top performers at theartofcharm.com/influence Unleash the power of covert networking to infiltrate high-value circles and build a 7-figure network in just 90 days. Ready to start? Check out our CIA-proven guide to networking like a spy! Resources from this Episode How to Get Along with Anyone: The Playbook for Predicting and Preventing Conflict at Work and at Home The Conflict Docs website Check in with AJ and Johnny! AJ on LinkedIn Johnny on LinkedIn AJ on Instagram Johnny on Instagram The Art of Charm on Instagram The Art of Charm on YouTube The Art of Charm on TikTok Learn more about your ad choices. Visit megaphone.fm/adchoices

NATO's Kosovo Force (KFOR) must prepare to protect the integrity of elections in Kosovo. This activity should be framed as a human security task. Introduction: The need for support in Kosovo As international pressure mounts on Kosovo to hold elections in the country's Serbian majority North, democratic values are at the forefront of international discourse. The likely and forthcoming election in Northern Kosovo presents an opportunity for KFOR to implement its existing security-focused mandate in accordance with the fundamental principles of NATO and the UN's human security approach. Tensions and controversy have persisted since the ethnic Serb-Kosovars, who make up a majority in the north but a fraction of the overall Kosovar population, resigned en masse from state institutions in the region in November 2022, citing breaches of EU-mediated agreements between Serbia and Kosovo. Ethnic Albania-Kosovars replaced them following a municipal election in April 2023; the turnout was just 3.47%, which the Serb-Kosovars boycotted. Violent protests by the Serb-Kosovar community ensued in May 2023, with continued resignations of Serb-Kosovars from further state institutions in August 2023, inflaming levels of communal animosity and making prospects of an election rerun precarious. In September 2023 an armed attack in the village of Banjska on Kosovo police left four dead (a local police sergeant and three of the attackers). The deputy head of the Serbian List (the political grouping which represents most of the ethnic Serb-Kosovars) later admitted to organising and taking part in the incident. In October 2023 the Serbian List - backed by Serbian President Vucic - said it was ready to participate in new municipal elections in Northern Kosovo. By December 2023 reports emerged that ethnic Serb-Kosovars will attempt to follow the electoral commission's procedure to trigger new municipal elections. NATO can safeguard elections in Kosovo by deterring the threat of violence in coordination with the Kosovo Police and the European Union Rule of Law Mission in Kosovo (EULEX), providing a visible presence near polling centres to reassure and protect the local population - both Albanian-Kosovars and Serb-Kosovars - and secure the right to vote in a peaceful electoral process. Military planners should frame the support and measure its subsequent impact through the lens of NATO's human security policy. In doing so, NATO progresses its portfolio of human security-related activities and deepens its expertise in democracy support expertise. Outcomes from Election Safeguarding: The Human Security Imperative in Northern Kosovo Northern Kosovo has a complex history marked by ethnic tensions and contemporary geopolitical influences. It requires a comprehensive approach to security, particularly as it approaches flashpoints such as elections. The specified tasking of safeguarding elections should be framed as a complementary human security activity for KFOR, which will contribute towards the following outcomes: Protecting the Democratic Process Free and fair elections are the foundation of democracy, enabling citizens to express their will peacefully. However, in regions like Northern Kosovo electoral processes will be susceptible to disruption including violence. Like military forces in the Central African Republic, Nigeria, NATO itself in Afghanistan in 2005 and the forthcoming Mexico election, KFOR can help to ensure a secure environment on election day by guarding near polling stations and access routes, escorting administrative staff, and ensuring freedom of movement for residents to participate with a reduced risk of violence or fear from coercion. Preventing Conflict, Instability and Displacement A continued and enhanced show of force from KFOR will seek to deter violence before and after the election, safeguarding citizens and officials - such as beekeeper and ethnic Albanian-Kosovar Mayor Lulzim Hetemiwho has sought to sleeping in his office due ...

With the potential for a global food crisis to greatly accelerate and exacerbate conflict dynamics in fragile states, the international community must adopt a conflict lens to prevent a humanitarian disaster of even greater proportions from unfolding. On June 30, USIP hosted a conversation with leading experts on how the international community can work together to help prevent or mitigate the possibility of violence caused by a food security crisis of this scale. Speakers Lise Grande, introductory remarksPresident and CEO, U.S. Institute of Peace Isobel Coleman, keynote remarksDeputy Administrator for Policy and Programming, U.S. Agency for International Development Abdi AynteFormer Minisiter of Planning and Economic Promotion, Somalia Arif HusainChief Economist, World Food Program Haneen SayedLead Human Development Specialist, Middle East and North Africa, World Bank Ambassador Johnnie Carson, moderatorSenior Advisor, U.S. Institute of Peace For more information about this event, please visit: https://www.usip.org/events/preventing-conflict-amid-global-food-crisis

In this episode of POFA, we discuss the conflict in Ukraine with Angela Stent.   Angela Stent is Senior Adviser to the Center for Eurasian, Russian and East European Studies and Professor Emerita of Government at Georgetown University. An expert on US-Russia relations, she is a non-resident Senior Fellow at the Brookings Institution. She served … Continue reading Preventing Conflict in Ukraine

Jim and Cathy Liske have worked together in ministry for many years. In this episode, they share some of the struggles and frustrations they have encountered. They also offer some key lessons they learned along the way, including the one that helped them stop a lot fo conflict before it started.

On this episode, we discuss how to prevent conflict through contracts with contractors. These key points will help to make the contract clear to both parties.Show notes are available at: barbeelawonline.com/podcast

In this episode, David presents two keys to saving your marriage before it starts. Preventing conflict and the temptation for lust are critically important. By being rooted and grounded in the love of God, you will be free from offense and irritability. And by learning to recognize and focus on your spouse's incorruptible, spiritual beauty, you will learn to stay enraptured with them. Romance doesn't have to end, and fights don't have to be normal. Both of these things you can't prevent through your preparation for marriage as a single person.

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The Global Fragility Act (GFA) was passed by Congress as part of the 2020 Consolidated Appropriations Act and was signed into law on December 20, 2019. The bill represented a historic victory for the peacebuilding field, which has long advocated for the GFA as a way forward to prevent violent conflict.The Alliance for Peacebuilding, a non-partisan network of over 110 organizations working to build sustainable peace, has been at the forefront of advocating for the GFA. In this episode of Root of Conflict, we speak with Liz Hume, Vice President of Alliance for Peacebuilding. Liz is a conflict expert with over 20 years of experience in leadership positions in multilateral organizations and NGOs. Liz discusses Alliance for Peacebuilding’s role in getting the GFA passed, as well as the importance of research and advocacy in crafting policies that promote peaceful political outcomes.

"Preventing Conflict" Respectful communication. Especially in this time of self-isolation, we are “doomed” to spend more hours per day in the same house/room with others, and things can sometimes become rather problematic. This episode is about how to understand each other better, through respectful communication. This episode is part of “Cocooning Smart – for Students” is a series by Mia Van Steenwinkel about how to optimally use this time of self-isolation to come out strong. -- Mia studied at the KU Leuven and after an international career as a geologist, is giving training courses for universities and companies, aimed at helping students and young professionals to develop their full potential.

"Preventing Conflict" Respectful communication. Especially in this time of self-isolation, we are “doomed” to spend more hours per day in the same house/room with others, and things can sometimes become rather problematic. This episode is about how to understand each other better, through respectful communication. This episode is part of “Cocooning Smart – for Students” is a series by Mia Van Steenwinkel about how to optimally use this time of self-isolation to come out strong. -- Mia studied at the KU Leuven and after an international career as a geologist, is giving training courses for universities and companies, aimed at helping students and young professionals to develop their full potential.

Conflict can cause us significant stress and worry, hinder our relationships and impact our productivity be it at work or home.  With the many changes in recent weeks, so many of us are dealing with and managing unexpected circumstances - putting us all 'to the test'.   In this Episode we gain greater awareness in minimising Conflict and gain insight and understanding of the reasons behind Conflict (fear, anxiety, the unknown, mis-communication) and behaviours expressed.

This episode we’re discussing non-fiction Library and Information Studies books! We talk about how useful we find webinars, reading things for our jobs, Buffy the Vampire Slayer, comic books, digital preservation, difficulties accessing digital material through libraries, feminist pedagogy, debunking misinformation, how we track articles and things we want to read, and more! You can download the podcast directly, find it on Libsyn, or get it through Apple Podcasts, Stitcher, Google Play, Spotify, or your favourite podcast delivery system. In this episode Anna Ferri | Meghan Whyte | Matthew Murray | RJ Edwards Things We Recommend “Smelly Knowledge”: An Information Audit of the Sunnydale High Library in Buffy the Vampire Slayer by Rebecka Sheffield “Computer’s don’t smell” Comics and Critical Librarianship: Reframing the Narrative in Academic Libraries edited by Olivia Piepmeier and Stephanie Grimm The Theory and Craft of Digital Preservation by Trevor Owens Feminist Pedagogy for Library Instruction by Maria T. Accardi The Debunking Handbook by John Cook and Stephan Lewandowsky Download Other Learning Objects We Mentioned Jbrary Storytime Underground Revolting Librarians Redux: Radical Librarians Speak Out edited by K.R. Roberto Radical Cataloging: Essays at the Front edited by K.R. Roberto Reflective Teaching, Effective Learning: Instructional Literacy for Library Educators by Char Booth In the Library with the Lead Pipe Vocational Awe and Librarianship: The Lies We Tell Ourselves by Fobazi Ettarh New Librarians and the Practice of Everyday Life by Alison Elizabeth Skyrme and Lisa Levesque The Librarian's Guide to Homelessness: An Empathy-Driven Approach to Solving Problems, Preventing Conflict, and Serving Everyone by Ryan J. Dowd Website Reading Picture Books With Children: How to Shake Up Storytime and Get Kids Talking about What They See by Megan Dowd Lambert Links, Articles, and Things Library and information science (Wikipedia) Matthew’s Google Scholar account Matthew’s ORCID account (lists more publications than Google Scholar) GNCRT / ALIA Crossover Event: Comics Librarians Talk Shop Across the World (Webinar Matthew was in) Literary Fiction Readers' Advisory with Meghan Savage at RA in a Half Day 2014 (preview for next month’s episode) BCLA Readers’ Advisory Interest Group Library Juice Press critlib.org (Critical Librarianship) Various superhero characters (all Wikipedia) Tyroc Blade Storm Batgirl Barbara Gordon Gwenpool Gwen Stacy Spider-Gwen/Ghost Spider Deadpool FRBR (Functional Requirements for Bibliographic Records) (Wikipedia) Feminist pedagogy (Wikipedia) ACRL Framework for Information Literacy for Higher Education GLAM (industry sector) (Wikipedia) Episode 054 - How We Ended Up Working in Libraries Suggest new genres or titles! Fill out the form to suggest a genre or title! Check out our Tumblr, follow us on Twitter or Instagram, join our Facebook Group, or send us an email! Join us again on Tuesday, May 19th when we’ll be talking about Comfort Reads! Then on Tuesday, June 2nd we’ll be discussing the genre of Literary Fiction!

In this round table discussion on the Paris Talks stage at UNESCO in March 2019, the radio personality David J. COFFEY, Deputy Head of Service RFI English engages Marvi Mermon, Sonia BEN ALI and Timo Eliott in a discussion on issues related to conflict and ways to resolve current politically-motivated divides in our society.

In this episode we talk with our friend Don Janssen, DVM about a recent blog he wrote, Preventing Conflict by Learning to Like People. Don is the retired corporate director of animal health for San Diego Zoo Global. In this blog he outlines three principals for preventing conflict. We liked the blog so much we had to have him on to explain in further detail each one of the principles. Don gives great examples of how he used these principals during his career at the zoo. We hope you enjoy!   To get information on our upcoming 2019 Servant Leader Conference click here: https://bit.ly/2PL1k8r 

NATO and its partners are taking action to promote the role of women in peace and security. Sexual and gender-based violence (SGBV) is often used as a weapon of war and can undermine NATO’s operations, but also conflict resolution and long-term recovery. Since 2015, NATO has military guidelines that recognise and act upon the need to prevent and respond to conflict-related SGBV. A recent workshop in Brussels brought together NATO personnel, international and field subject-matter experts, representatives of the United Nations, the European Union, the International Committee of the Red Cross and civil society to discuss and evaluate the progress made by NATO in implementing the NATO Military Guidelines on the prevention of, and response to, conflict-related sexual and gender-based violence as well as the work that still lies ahead. Footage includes interviews with Clare Hutchinson, NATO Secretary General’s Special Representative for Women, Peace and Security, and NATO Gender Advisor Maj Stephanie Nicol, as well as b-roll from NATO’s workshop on military guidelines on the prevention of, and response to, conflict-related sexual and gender-based violence.

In this episode, Lisa explains how knowing your strengths, and the strengths of others, can help you get along better at work. You’ll also find out what grizzly bears have to do with the workplace! Have You Downloaded Your Strengths Tools? One of the best ways leaders can build a strengths-based culture is to offer an appreciation of strengths in action. If you'll notice what works, you'll get more of what works because people can replicate what they've already done well. Get started by downloading this awesome tool that offers you 127 Easy Ways to Recognize Strengths on your team. Look for the box that says "Great Managers Notice What Works." Prevent Conflict by Knowing Your Talent's Needs, Expectations, and Assumptions In this episode, you’ll get a conversation guide you can use in your one-on-ones as a way to prevent conflict at work. The root of most conflict and consternation at work is missed expectations. As a leader, you have expectations of your team and they have expectations of you. Interestingly, built into each of the 34 StrengthsFinder talent themes, you’ll find some inherent needs and assumptions. For example, imagine an employee named Connor. He’s on your team and he leads through the Includer talent. He needs to know there’s room for everyone’s opinion — including his. No surprise, since it feels good for an Includer to be included. Each talent also often comes with the assumption and expectation that others might notice or value the same thing they do. It’s natural for all of us to not realize how unique each person’s assumptions and expectations are. So in that example, Connor would notice that someone’s ideas are being ignored. And he’d probably expect you, as the manager of the team, to rectify the situation. And then when you don’t, he might wonder why you’re such a jerk to flagrantly ignore the situation. Meanwhile, you lead through Analytical, Activator, and Command and it never occurred to you that someone has an issue. After all, if you had an issue, you’d say something quickly and directly. The source of most conflict in the workplace is missed expectations. Usually these expectations are never spoken of. It’s like we keep secrets in our minds. Well, not exactly. But we often assume others think the way we think or instantly understand what we expect from them. Our natural way of thinking and acting is so innate that we often don’t notice we’re doing it or that it’s different from anyone else’s perspective. What a Vacation Taught Me About Leadership Here’s an example to illustrate how conflict comes from missed expectations. I went to Glacier National Park for vacation. The most exciting hiking trail is called the Highline Trail. It’s one of those trails that is only the width of the footpath. Teeny. There is a rail attached to the face of the mountain so that you can hang on because if you are the least bit afraid of heights you will think you are about to fall off the mountain to your death. So of course that is the trail I wanted to go on! We showed up at the visitor center ready to go, but there was a sign that said the Highline Trail is closed. Boo! Written on the whiteboard, it said they closed the trail because there’s a carcass in the way. I was so bummed because it was THE attraction I wanted to experience at Glacier. From the View of the Manager. Now let’s break this example down in the context of expectations. Let’s take the person who closed the trail. Imagine they are the manager on the team. They had to look out for the best interest of the team. They were afraid that hikers would be attacked because wildlife were trying to eat the carcass and we might be in danger if we got anywhere near the carcass. This is quite similar to what happens to managers at work. As a leader, you have to consider the broadest perspective. Without fail, you have conflicting demands — the things people want from you. And those things are rarely in alignment. A team member wants something different from you than your peer. And that request is different from what your leader is asking for. And that’s different from what your customer has been requesting. And … inevitably you have to make tough decisions that disappoint people, in the same way that the park ranger's decision disappointed me at first. From the View of the Team. Now, imagine grizzly bears, wolves, and mountain lions on the team. Where else do you hear a business show that tells you to get in the mind of a grizzly bear. Ha!  If they see a carcass on the trail they ar e going to get it. If a tourist comes by, they will see the tourist as a food thief. They see someone who threatens their survival. They will assume that I want to eat that carcass and they will attack me. It is an incorrect assumption, but if you get in the mind of a mountain lion or grizzly bear you can absolutely understand. Likewise, you have seen this at the office before. This is why silos exist inside of companies. People are protecting information or status quo in order to ensure they can survive or thrive in their environment. From the View of a Colleague in Another Department. And then there’s me as a character in the example story from the hiking trail. I represent your disappointed colleague, visiting from another department. When I got the news that the trail was closed, I pouted for a minute (only in my mind, not out loud). I lamented the fact that the mountain lion and grizzly bear cannot understand me and just let me pass by. This is very much what happens on the job when you imagine people in other departments at the office. You wonder if they are blocking your progress on purpose. You wonder if they are ignoring your request or failing to trust you for any good reason. You know all you’re trying to do is get your project further down the hiking trail. Now to bring this (sort of silly) hiking metaphor into action, take a look at how StrengthsFinder can help you overcome these assumptions and expectations that lead to disappointment and conflict. Three Tips to Help Overcome Unmet Expectations Assume positive intent. Each party is probably doing the best they can with what they have or what they know. Very few people come to work intending to sabotage. If you are lucky enough to know each other‘s StrengthsFinder talent themes, consider that person‘s top five themes to give you perspective on where they might be coming from. It will help you look for the good they are attempting to bring to the situation. Get further into the psyche of the person you’re working with. Understand what their talent themes need at the office. At leadthroughstrengths.com/resources I posted a conversation guide to help you prevent conflict by using StrengthsFinder. Look for a thumbnail image that says "strengths tips for teams" at the top and "prevent conflict" in the middle. This document outlines the inherent needs that every one of the 34 talent themes has. If you can have an open conversation with the person on your team about these, you can prevent these missed expectations before they happen. If possible, you will want to have this conversation in a one-on-one meeting when you’re not in the middle of a conflict. Knowing these things in advance will help you not assume things and will help you understand your team members' natural assumptions. If you use this guide during a conversation, here’s what you do: Have the person look at their top five talent themes on the document. See if the Needs listed for their top five resonate with them. For those that do, ask them about what they would naturally assume or expect based on that need. For example, if you have a new team member who leads through Consistency, he might expect that you have documented processes. That’s one of his needs listed in the conversation guide. Then, when you ask about Assumptions, he tells you that he assumes he can and should enforce policies related to these processes. Imagine how good it would be for you to know that if he’s replacing someone who was willy-nilly about things. Your new team member will likely be frustrated by the cobbled-together mess he’s inheriting. And people from other departments will be surprised by his policing efforts. Yet if you know these things before conflicts happen, you can turn it around into a celebration of how he’s going to get an efficient operation established. Know thyself. If you want to make this Expectations and Assumptions one-on-one ultra–effective, come to that conversation having already prepared your own document. Of course, it’s always good to be self-aware. It also allows you to show them an example so that they know what you’re getting at. It keeps them from raising the skeptical eyebrow wondering why you’re asking these things. Most of all, the reason to look inward first is that you have your own assumptions and expectations that you naturally view the world with. It’s important to know these because it affects the way you lead. For example, I expect that if someone sees something broken, misspelled, or incorrect, that they will fix it in the moment, regardless of whether it is their job description or not. This expectation comes from my Maximizer talent. And if you look at the document I made for you to download, you’ll see that there’s an inherent need that talent has — it’s to respect quality as much as speed and quantity. On the other hand, It’s perfectly reasonable for someone on the team to take a note of something broken and plan to fix that thing they noticed ... later. Well, reasonable to them. See, this is exactly why it’s helpful for you to know how your expectations might be different from your team members. And, it’s critical that you get comfortable verbalizing them to each other so that it’s not only about you making demands of them. It’s about an open conversation so you understand where each person is coming from and you can avoid the conflicts before they happen. In all directions. To close out, here’s one more example using the Connor with the Includer talent and the manager with the Analytical talent. Imagine you’re the manager and you assigned a research project to Connor. He starts by collecting information from peers who are in a similar role. He gathers feedback from customers, from peers, and from end-users. Meanwhile, you are waiting for a spreadsheet to help you make a Go vs. No Go decision by using charts and graphs and data. Both are natural assumptions. Connor, the Includer, uses relationships to inform decisions through people‘s past experiences and feedback. You, leading with Analytical, find truth in data. One is qualitative. One is quantitative. Both are valuable. And if you don’t know this about each other, you’ll drive each other crazy! And of course, if you do know this about each other, you can make a powerful partnership. Data On Strengths Helping With Alignment Of Expectations Speaking of data, I’ll end this episode with a bit of data for you. This is from Gallup’s Q12 Employee Engagement research. They found that Employees who regularly apply strengths at work are 5.1x more likely to strongly agree that they know what is expected of them at work. Interesting, isn’t it? That makes a direct and unexpected connection between the application of strengths and clear expectations. Resources of the Episode Remember, if you want to use the document I made for you to explore Assumptions and Expectations according to their StrengthsFinder talent theme, get it at leadthroughstrengths.com/resources. Look for the “Preventing Conflict” image. Remember, the root of most disappointment and conflict at work is unmet expectations. You can get ahead of that by using StrengthsFinder to explore these default assumptions and expectations with each person on your team. Glacier’s Who Eats Who chart - just for fun since you might wonder who was interested in that carcass. Prevent Conflict document Subscribe To The Lead Through Strengths Podcast To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

EMOTIONAL SAVVY: THE RELATIONSHIP HELP SHOWwith Dr. Rhoberta Shaler, The Relationship Help DoctorHow Can I Trust? Recovering from Relationship Trauma & BetrayalGuest: Michael Wayne Regier, Ph.D., Clinical Psychologist/Marriage TherapistDr. Michael Wayne Regier received his PhD from the California School of Professional psychology. Early in his career he was on the faculty in the department of psychiatry at the Johns Hopkins School of medicine. He did a post doctoral internship in couples group psychotherapy with Dr. Judy Coche in Philadelphia.He is currently the founder and Director of The Center for Relational Excellence in Visalia where he works full time as an Emotionally Focused Couples Therapist.He and his wife Paula have written a book for couples called Emotional Connection: The Story and Science of Preventing Conflict and Creating Lifetime Love.Dr. Regier works with couples in crisis and toxic relationships. Many couples have traumatic injuries due to relationship betrayals. Often couples come in on the verge of divorce looking for some way to escape their destructive cycle and rediscover the love that brought them together.CONNECT WITH DR. RHOBERTA SHALER:Website: ForRelationshipHelp.comFacebook: RelationshipHelpDoctorTwitter: Twitter.com/RhobertaShalerLinkedIn: LinkedIn.com/in/RhobertaShalerYouTube: YouTube.com/ForRelationshipHelpFree Passive-Aggressive Checklist Free Relationship ChecklistSubscribe to Dr. Shaler's newsletter, Tips for Relationships If you have not worked with Dr. Shaler before, you can have your first one-hour session for only $97.#relationshipadvice #tipsforrelationships #Hijackals #toxicpeople #mentalhealthmatters #MHNRNetwork #RhobertaShaler #narcissists #borderlines #antisocial #difficultpeople #emotionalabuse #verbalabuse #stoptoleratingabuse #toxicrelationships #manipulation #walkingoneggshells #mentalhealth #emotionalhealth #abuse #narcissisticabuse #boundaries #personalitydisorder #difficultpeople See acast.com/privacy for privacy and opt-out information.

EMOTIONAL SAVVY: THE RELATIONSHIP HELP SHOWwith Dr. Rhoberta Shaler, The Relationship Help DoctorHow Can I Trust? Recovering from Relationship Trauma & BetrayalGuest: Michael Wayne Regier, Ph.D., Clinical Psychologist/Marriage TherapistDr. Michael Wayne Regier received his PhD from the California School of Professional psychology. Early in his career he was on the faculty in the department of psychiatry at the Johns Hopkins School of medicine. He did a post doctoral internship in couples group psychotherapy with Dr. Judy Coche in Philadelphia.He is currently the founder and Director of The Center for Relational Excellence in Visalia where he works full time as an Emotionally Focused Couples Therapist.He and his wife Paula have written a book for couples called Emotional Connection: The Story and Science of Preventing Conflict and Creating Lifetime Love.Dr. Regier works with couples in crisis and toxic relationships. Many couples have traumatic injuries due to relationship betrayals. Often couples come in on the verge of divorce looking for some way to escape their destructive cycle and rediscover the love that brought them together.CONNECT WITH DR. RHOBERTA SHALER:Website: ForRelationshipHelp.comFacebook: RelationshipHelpDoctorTwitter: Twitter.com/RhobertaShalerLinkedIn: LinkedIn.com/in/RhobertaShalerYouTube: YouTube.com/ForRelationshipHelpFree Passive-Aggressive Checklist Free Relationship ChecklistSubscribe to Dr. Shaler's newsletter, Tips for Relationships If you have not worked with Dr. Shaler before, you can have your first one-hour session for only $97.#relationshipadvice #tipsforrelationships #Hijackals #toxicpeople #mentalhealthmatters #MHNRNetwork #RhobertaShaler #narcissists #borderlines #antisocial #difficultpeople #emotionalabuse #verbalabuse #stoptoleratingabuse #toxicrelationships #manipulation #walkingoneggshells #mentalhealth #emotionalhealth #abuse #narcissisticabuse #boundaries #personalitydisorder #difficultpeople See acast.com/privacy for privacy and opt-out information.

All people have differences, even married couples. Dr. Noelle Nelson shares her tips on how to avoid having those differences turn into full blown conflict.

Churches and their congregational members are not immune to conflict and the collateral damage that can be caused from unresolved "heart" issues which can grow into monsters. In this episode, Dale Pyne, CEO of Peacemaker Ministries discusses how mediation is often the "triage" or emergency room to dealing with conflict. Dale will identify the guiding Biblical principles and steps to address these types of issues. Join us as we learn how Peacemaker Ministries' mission is to equip and assist Christians and their churches to understand, prevent and respond to conflict biblically. Dale Pyne is the President and CEO of Peacemaker Ministries, whose purpose is to equip and assist Christians and their churches in understanding, preventing and resolving conflict biblically. Dale is an accomplished and experienced mediator whose work includes cases for Idaho and Washington state Supreme Courts, family courts, churches, businesses, government and tribal entities, families, and para-church organizations. Yvette Watson is a graduate student at the University of Baltimore obtaining a Master’s Degree in Negotiation and Conflict Management. When she is not assuming the role of “grad student,” she works full-time at a financial management firm. She is a mother and a wife who enjoys spending quality time with her family. Yvette obtained a Bachelor of Science Degree from Morgan State University. Her goal is to become a certified mediator with a specialization in business.