https://www.podbean.com/media/share/pb-wtiec-1bae9fc
Resolving conflict is a skill; like any other skill, it can be learned. You can learn to disagree without being disagreeable. You can learn to deal with difficult people and challenging situations and still build collaborative teams. You can learn to handle awkward conversations without destroying important relationships. You can agree to disagree. Listen to my latest podcast and discover how to resolve the 3 types of conflicts.
You Can Agree To Disagree
Resolving conflict is a skill; like any other skill, it can be learned. You can learn to disagree without being disagreeable. You can learn to deal with difficult people and challenging situations better and still build collaborative teams. You can learn to handle awkward conversations without destroying important relationships. You can agree to disagree.
Worth Remembering – Conflict is inevitable. Combat is optional. – Lucado.
A conflict is defined as a disagreement, clash, or struggle between one or more persons, a group, ideas or thoughts when their goals, values or needs are not met.
Resolving Conflict. Generally, there are 3 types of conflict.
1 – Disagreement. A disagreement is when each of you has a different opinion about a subject, neither of which you can alter in any way.
2 – Misunderstanding. A misunderstanding is when communication breaks down, and only part of the message is getting through to the other person.
3 – True Conflict. True conflict occurs when one person gets what they want, and the other person can’t get what they want.
Worth Remembering – It is more rewarding to resolve a conflict than to dissolve a relationship. – Josh McDowell.
Resolution Techniques. The next time you are faced with resolving a conflict, first identify the type of conflict, then apply the appropriate technique to resolve it.
1 – Disagreement. When the discussion gets old, resolve it quickly by respecting each other’s opinions, agreeing to agree to disagree.
2 – Misunderstanding. Resolve with courtesy, respectful assertiveness, and, most importantly, great listening skills. Ask open-ended questions for clarity to ensure you understand the other person’s point of view.
3 – True Conflict. To resolve true conflict, do these 4 steps.
1 – Separate the person from the problem. They are ok; it’s what they are doing that’s not.
2 – Focus on needs, not wants. What do they need? What do you want?
3 – Come up with all the options you can that would resolve the situation, and pick one that you can live with.
4 – Insist that the results are based on some objective standard. It can’t be because you said so.
What’s your WIIFM – what’s in it for me? You can learn a new skill. But you won’t put in the effort unless it is something you want. That’s your WIIFM. If you stop doing one thing and start doing another, and if you do it often enough, you will have developed a new skill. You can agree to disagree.
Copyright 2026. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. Are you searching for a guest speaker or planning an in-person training session? Contact Brian – he works with people who want to communicate and interact more effectively, regardless of gender or generation, build collaborative teams, resolve conflicts or motivate others to perform at their best.
Gaining Trust is Essential for Developing High-Performing Teams
https://www.podbean.com/media/share/pb-h9ehz-1b7eed9
Making tough decisions can carry risks. Inevitably, not everyone will agree with the decisions you must make. Handling uncomfortable situations can be difficult – but if you have developed a relationship and established trust with those you work with, they will take a leap of faith knowing that you have their best interest in mind. Listen to my latest Confessions of a Reformed Control Freak Podcast and discover my 3-Step process to establish trust.
Gaining Trust is Essential for Developing High-Performing Teams
Making tough decisions can carry risks. Inevitably, not everyone on your team will agree with the decisions you need to make. Handling uncomfortable situations can be difficult – but if you have developed a relationship and established trust with the people on your team, they will take a leap of faith, trusting that you have their best interests in mind. Gaining trust is essential for developing high-performing teams.
In organizations where people trust and believe in each other, they don’t need a policy for every mistake. People in these trusting environments respond with enormous commitment and creativity.
Trust does not come automatically just because you have been given the title of supervisor or manager. Trust is never a given – you have to earn it.
Take these three steps to establish trust.
Step One – Rapport. Rapport is defined as a harmonious relationship where people understand each other’s feelings and communicate well. Take the time to learn about the people you work with and interact with, beyond their job description. What do they like to do outside of the workplace? Do they have hobbies? Do they enjoy reading or travelling? You need to make an emotional connection with others and have conversations on a subject that they like to talk about. If you can do that, you will establish a rapport.
Step Two – Relationships. Relationships are important because people like to work with people they like. If you build those all-important relationships on a solid foundation, people will want to perform well for you. No one wants to let a friend down. However, keep in mind that you can’t build a relationship without establishing rapport first.
Step Three – Respect. Respect is reciprocal, but you have to give it to get it. You need to see things from another person’s perspective. You may not agree with their point of view, but you must respect their right to express it. You can’t establish trust without mutual respect.
Trust is built with consistency; it starts with yourself and grows through your actions.
If you follow the three-step process: rapport, relationship and respect, you will build trust. Trust is the essential ingredient in effective communication. If others can’t trust what you say, they won’t trust you at all. Gaining trust is essential for developing high-performing teams.
Copyright 2026. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. Are you searching for a guest speaker for your next event, or planning an in-person training session? Brian works with people who want to learn to communicate and interact more effectively with others, build collaborative teams, resolve conflicts or motivate others to perform at their best.
