Conflict Resolution When emotions run strong, opinions vary and the stakes get high. Anger fuel helps no situation. Learn More
The Big Idea For Conflict Resolution
There are many myths as to what strength and bravery are:  It is not a sign of strength to: 1) not apologize 2) project that you are perfect 3) not let people have their experiences exist equally 4) constantly seek comfort simply to avoid your discomfort.  No one makes mistakes on purpose.  Each person I has two dogs in them that they feed.  One is the attack dog and one is the connect dog….which ever dog we feed has a lot to do with our mindset.  My mindset says what dog will I feed and that has to do with character.
 
” We’re not capable of making our circumstances ready enough so that we can join in without the risk of getting scraped.” ~Johansson & Lankow
Principles of Life Applied to Conflict

Be hard on the problem...respectful on the people

Conflicts do not get better with age

You notice Conflict first in the body/emotional then intellectually

So called personality conflicts are often caused by the individual(s) having poor interpersonal skills

The course of the world has been changed because the people who knew better didn’t

87% of all conflict is not personal...it is personality

Take the P.D. Cultural Assessment
People. Pressure. Personality.
ADW Assessment focuses on our agility in understanding, adapting and managing our emotions day to day in order to guide effective thinking and meaningful behavior. This means we must be self-aware, be aware of others, manage our emotions, and be strong enough to take meaningful action.
Self Regard
55%
Relationship with stress
70%
Emotional Intensity
95%
Curiosity and change
83%
Valuing Differences
62%
Aligning Towards others
55%
Direction of energy and emotional expression
70%
The Invisible Habits of EQ: The Skills of Courage, Compassion, and Building “We”

We all agree, EQ is important. However, the common problem that leads to under-implementation, under-execution, and under-utilization is not a lack of recognizing EQ’s importance; rather, the challenge has been knowing how to turn EQ skills into habits. Doing this requires a commitment to discomfort, to self-exploration, and ultimately, to re-claiming a shared value that you are are valued as a team members.  Creating these new invisible habits requires more than a single serving of EQ.  Here are six building blocks of the EQ development journey

Build Mindset Skills

Mindset determines how we show up in every situation.

Identify Disruptions

A Disruption is a change to what we thought we knew.

Cultivate Self-Awareness

We comprehend and interpret our situations through multiple dimensions of information: Intellectual, Physical, Emotional, and Spiritual.

Integrate Whole Officer: Situational Identity

We each have Minds, Bodies, Hearts, and Souls. Each part of the whole self must be given consent to be, in order to be wholly present to our situation.

Solidify Psychological Safety

The term Psychological Safety is defined as a belief that one will not be punished, threatened, or humiliated for speaking up with ideas, questions, concerns and mistakes.

Do the Next Right Thing

Do we choose that direction based on serving selfish needs, or do we make that choice based on what is best for everyone involved?
Roll With The Resistance
When emotions, run strong, opinions vary, and the stakes get his it is best to be principled, prepared, and skilled. Negotiating at the collaborative level takes more than good will; it takes real skill.
Collaborative, Cooperative, Competitive Relationships
70%
Aligning Towards Interdependent Needs
95%
Making Concessions Not Easily Won
55%
Optimal Return For Both Parties
70%
Meeting needs not demands
55%
Shared power
95%
Implicit Trust
95%
Read Our Latest News

Listen and read more about how Brunel Group is influencing behaviors and impacting results.  The below articles and podcasts help us see how creating psychological safety allows for inclusion, equity, and belonging to exit.