For two decades I was an award-winning senior executive in the high-stakes world of advertising & marketing, responsible for delivering multi-million-pound results in high-pressure situations.
Today, whether you’re a corporate leader or business owner, you know the next decade is going to be full of uncertainty and ambiguity where it’s essential you and your people perform at your best when it counts the most under pressure.
It’s at times like these where conflict (inner-conflict or relationship conflict) can cause the most pressure, derailing your best intentions, slowing you down, completely stopping you in your tracks, draining your resources, stealing your energy, or destroying potential prosperity for all involved whilst running you into the ground.
But here’s the thing, it doesn’t have to be this way because when properly understood ‘Conflict is Good’, very good in fact because instead of being an obstacle to success and achievement, conflict becomes the very foundation on which greater collaboration, creativity, innovation, growth & profitability is accomplished.
This is why corporate leaders and serious business owners work with me… through one-to-one strategy sessions, team masterclasses and interactive workshops.
The work I do has a direct impact on the bottom line because when leaders, their teams, or organisations implement a universal proactive approach to conflict, they enable their people to positively embrace and engage in unfiltered, constructive conflict around differences of opinion and opposing styles or methodologies. When this happens, ideas flow, innovation occurs, growth happens and profits follow.
Top-performing leaders, teams, and companies are the ones who implement a unified approach to proactive conflict and Southwest Airlines is a prime example of what a positive impact such an approach has, demonstrated by consistent profits year on year for 50 years in a market that is ultra-competitive.
In Summary
A proactive approach to conflict management becomes a catalyst that accelerates individuals, teams and organisations to higher performance, exceptional growth and fulfilled potential. It...
- Makes 'uncomfortable' conversations 'comfortable & powerfully constructive
- Eliminates the need for 'after the event' remedial strategies like conflict resolution or mediation because people trust each other to handle conflict the right ways in advance
- Brings ‘warring parties’ together and turns potential ‘battle fields’ into ‘fields of collaboration & cohesiveness’
- Takes the ‘sting’ out of emotionally charged situations so people engage in calm & constructive debate
- Brings order to chaos, clarity to confusion and higher-level intelligence to low-level thinking
- Encourages the focus on ‘what’s good’ for the team and business over ‘what’s good’ for one and not for another
When people positively invite and engage in unfiltered, constructive debate around differences of opinion, opposing styles or methodologies, ideas flow and innovation occurs whereas ‘unrecognised or unresolved conflict' results in missed opportunities for growth.
If you're based in the UK and would like my help, please get in touch using the link below to arrange an informal and confidential exporlatory conversation with me.
