Leadership

In today’s increasingly complex world, workplace incivility and conflict are on the rise. There is one clear framework for conflict resolution that can help.   When conflict knocks, it’s uncomfortable, so we reach instinctively for tools to make it stop. We may listen (for a moment, sometimes too briefly), respond (sometimes too quickly), and aim

In the field of conflict resolution, we often talk about communication skills, empathy, and problem-solving techniques. But there’s one factor that too often operates in the background that silently shapes behavior, triggers emotional reactions, and influences whether a resolution actually sticks: dignity. Dr. Donna Hicks, a conflict resolution expert and longtime facilitator in international peace-building

Investing in your employees through development and engagement initiatives is not just a best practice – it’s a powerful strategy for mitigating significant Human Capital Risk. This risk, which encompasses the potential loss of valuable talent and their contributions, can silently erode an organization’s strength. However, by proactively focusing on the growth and well-being of

Effective talent is the engine of business success, yet inherent risks within our interactions can silently erode an organization’s potential. Human Capital Risk, stemming from the unpredictable nature of workplace dynamics, can significantly impact your ability to achieve objectives, goals, and your very mission. These risks can manifest in high turnover, inefficiency, poor financial health,

It’s not just what’s said in meetings – it’s also what’s missed. Most organizations don’t realize how much their meetings say about their culture – everything from setting the agenda to the energy in the room. Is there active engagement or does the room tend to fill with dramatic silences? When meetings feel “off” it’s

“It’s not the change itself – it’s the conversation that never happened.” Change management is often framed as a technical or strategic challenge. But beneath every shift in structure, process, or direction lies a quieter, deeper terrain: the human experience of change. When people resist transitions, it’s rarely about laziness or stubbornness. More often, it’s

In today’s workplaces, change isn’t the exception – it’s the norm. Whether driven by digital transformation, shifting markets, internal restructuring, or social pressures, change is rapid, recurring, and complex. Yet in the rush to adapt, organizations often forget the most essential element in the system: the humans experiencing the change. Human-centered change isn’t soft or

In times of workplace change and uncertainty, the role of leadership becomes paramount. When the landscape feels shifting and the path ahead unclear, your team will look to you for direction, reassurance, and a steady head at the helm. Leading with clarity isn’t about having all the answers, but about providing a guiding light that

The only constant in today’s workplace? Change. Whether it’s a shift in company strategy, a new technology implementation, or broader industry disruptions, uncertainty can feel unsettling. But instead of feeling like a small boat tossed in a stormy sea, you can equip yourself with a personal toolkit to navigate these transitions with greater resilience and

Leadership is not defined by the exercise of power but the capacity to increase the sense of power among those led. – Mary Parker Follet There is a special kind of energy when a team is truly in sync. There exists a flow state. Meetings feel purposeful, ideas bounce freely, and challenges get tackled with

“The single biggest problem with communication is the illusion that it has taken place.” – George Barnard Shaw There’s a moment in every team where the room goes quiet with an uncomfortable sort of silence or where the room becomes extremely chaotic. This happens because people have stopped listening. Maybe someone’s repeating their point for