What do you think?
Rate this book
Результативний конфлікт. Незгода - це сила, що працює на вас
Книга Пітера Коулмана та Роберта Ферґюсона «Результативний конфлікт» має дуже влучний підзаголовок – «Незгода – це сила, що працює на вас». Саме незгода, з якої, власне, і починається будь-який конфлікт, стає рушійною силою поступу в найрізноманітніших ситуаціях – від малих родинних суперечок до великих світових революцій.
До уваги читача – цілий калейдоскоп скрутних сюжетів, шляхи врегулювання конфлікту та методи застосування влади, найрізноманітніші пастки конфліктів, а також сім основних стратегій урегулювання яскравих та часом небезпечних спалахів конфлікту і влади: доброзичливості, підтримки, домінування, поступливості, самостійності, адаптації та непокори. Найкраще ці стратегії можна опанувати тоді, коли ви самі визначаєте, якими будуть ваші власні дії та результати під час конфлікту. З цією метою у книзі запропоновано інструменти для самооцінювання, вправи, перелік запитань для перевірки та зведені таблиці, що допомагатимуть менеджерам, керівникам, адміністраторам, вчителям, медіаторам, переговірникам, консультантам та адвокатам у цьому дуже непростому питанні.
Для керівників усіх ланок та їхніх підлеглих, батьків, а також для тих, хто хоче навчитися мистецтву врегулювання конфліктів.
До уваги читача – цілий калейдоскоп скрутних сюжетів, шляхи врегулювання конфлікту та методи застосування влади, найрізноманітніші пастки конфліктів, а також сім основних стратегій урегулювання яскравих та часом небезпечних спалахів конфлікту і влади: доброзичливості, підтримки, домінування, поступливості, самостійності, адаптації та непокори. Найкраще ці стратегії можна опанувати тоді, коли ви самі визначаєте, якими будуть ваші власні дії та результати під час конфлікту. З цією метою у книзі запропоновано інструменти для самооцінювання, вправи, перелік запитань для перевірки та зведені таблиці, що допомагатимуть менеджерам, керівникам, адміністраторам, вчителям, медіаторам, переговірникам, консультантам та адвокатам у цьому дуже непростому питанні.
Для керівників усіх ланок та їхніх підлеглих, батьків, а також для тих, хто хоче навчитися мистецтву врегулювання конфліктів.
320 pages, Hardcover
First published January 1, 2014
103 people are currently reading
590 people want to read
About the author
Peter T. Coleman
13 books21 followersDr. Peter T. Coleman holds a Ph.D. in Social-Organizational Psychology from Columbia University. He is Professor of Psychology and Education at Columbia University where he holds a joint-appointment at Teachers College and The Earth Institute and teaches courses in Conflict Resolution, Social Psychology, and Social Science Research. He currently conducts research on peace and conflict, including on optimality of motivational dynamics in conflict, power asymmetries and conflict, intractable conflict, multicultural conflict, injustice and conflict, adaptive mediation dynamics, and sustainable peace.
In 2003, he became the first recipient of the Early Career Award from the American Psychological Association (APA), Division 48: Society for the Study of Peace, Conflict, and Violence, and in 2015 was awarded the Morton Deutsch Conflict Resolution Award by APA and a Marie Curie Fellowship from The EU. Dr. Coleman edits the award-winning Handbook of Conflict Resolution: Theory and Practice (2000, 2006, 2014) and his other books include The Five Percent: Finding Solutions to Seemingly Impossible Conflicts (2011); Conflict, Justice, and Interdependence: The Legacy of Morton Deutsch (2011), Psychological Components of Sustainable Peace (2012), and Attracted to Conflict: Dynamic Foundations of Destructive Social Relations (2013). His most recent book, Making Conflict Work: Navigating Disagreement Up and Down Your Organization (2014), won the 2016 Outstanding Book Award from The International Association of Conflict Management.
He has also authored over 100 articles and chapters, is a member of the United Nation Mediation Support Unit’s Academic Advisory Council, is a founding board member of the Gbowee Peace Foundation USA, and is a New York State certified mediator and experienced consultant. He also founded the MD-ICCCR Science-Practice Blog, the WKCR (89.9 FM) monthly radio program Peace and Conflict at Columbia: Conversations at the Leading Edge, and is a frequent blogger on Huffington Post and Psychology Today. Dr. Coleman’s work has also been featured in media outlets such as Harvard Business Review, Forbes, This American Life, Time Magazine, Fox Business, CBS, Fast Company, and Chicago Public Radio.
In 2003, he became the first recipient of the Early Career Award from the American Psychological Association (APA), Division 48: Society for the Study of Peace, Conflict, and Violence, and in 2015 was awarded the Morton Deutsch Conflict Resolution Award by APA and a Marie Curie Fellowship from The EU. Dr. Coleman edits the award-winning Handbook of Conflict Resolution: Theory and Practice (2000, 2006, 2014) and his other books include The Five Percent: Finding Solutions to Seemingly Impossible Conflicts (2011); Conflict, Justice, and Interdependence: The Legacy of Morton Deutsch (2011), Psychological Components of Sustainable Peace (2012), and Attracted to Conflict: Dynamic Foundations of Destructive Social Relations (2013). His most recent book, Making Conflict Work: Navigating Disagreement Up and Down Your Organization (2014), won the 2016 Outstanding Book Award from The International Association of Conflict Management.
He has also authored over 100 articles and chapters, is a member of the United Nation Mediation Support Unit’s Academic Advisory Council, is a founding board member of the Gbowee Peace Foundation USA, and is a New York State certified mediator and experienced consultant. He also founded the MD-ICCCR Science-Practice Blog, the WKCR (89.9 FM) monthly radio program Peace and Conflict at Columbia: Conversations at the Leading Edge, and is a frequent blogger on Huffington Post and Psychology Today. Dr. Coleman’s work has also been featured in media outlets such as Harvard Business Review, Forbes, This American Life, Time Magazine, Fox Business, CBS, Fast Company, and Chicago Public Radio.
Ratings & Reviews
Friends & Following
Create a free account to discover what your friends think of this book!
Community Reviews
Displaying 1 - 29 of 29 reviews
December 7, 2014
„The world may now be flat, but most organizations are not.” Indeed, for a few decades there has been a storm of rhetoric about disappearing hierarchies and the rise of self-organization. The reality is that organizations are still very much driven by differences in status and power play. And with power often comes conflict. And vice versa conflict is complicated and aggravated by power.
This book starts from the premise that power differences are an important variable that needs to be factored into conflict management. In this it addresses a blank spot in scholarship. Remarkably the interlinkages between power and conflict have not been thoroughly studied.
The book’s aim is to bolster the reader’s conflict intelligence so that confrontations can be productively integrated in the flow of organizational life. Conflict intelligence is a boon to both those higher up and lower down the chain of command. Because often those in high power stand to lose as much as their subordinates because of conflict: they don’t get what they want, lose time and energy, waste social capital and fail to create value from the confrontation. In other words, there is a fairly high opportunity cost associated to *not* investing in acquiring conflict intelligence for all parties involved.
Conflict intelligence requires first and foremost a capacity to read and understand a conflict situation. Usually we don’t bother to reflect. We tend to go mindlessly along with a default response that emerges at the intersection of many personal influences and the particular situation we find ourselves in. To override our dominant responses we need a grid to analyze and frame a conflict situation. The authors construct that model around three key elements in conflict: how important are the other disputants to me? Are they with me or against me? Am I more or less powerful than them, or are we equals? Different answers to these questions shape different conflict situations. The argument is further developed around seven archetypal situations that are labeled as follows:
Compassionate Responsibility
Command and Control
Cooperative Dependence
Unhappy Tolerance
Independence
Partnership
Enemy territory
For instance, the Unhappy Tolerance situation is one where you find yourself in low power, with purely competitive goals, and yet with a high need to remain in the relationship with the disputant. Experienced from a position of authority this situation then turns into Command and Control.
Each of the seven situations are then matched by a mindset that is most appropriate for that conflict situation. For instance, a situation of Unhappy Tolerance benefits from being approached with an Appeasement mindset. On the other hand, someone in a Command and Control situation does well to contemplate Dominance as a possible strategy. Altogether, the authors discuss three baseline strategies that are basically cooperative in nature (Benevolence, Cooperation, and Support), three strategies that are more susceptible to escalation (Dominance, Competition, and Appeasement) and a withdrawal strategy (Independence). Conflict intelligence then consists of being able to read different conflict situations, mastering the various mindsets and being able to switch from one to the other as and when the context requires.
Coleman’s model is elegant and not so difficult to understand. However, its application may be less straightforward. I did a few thought experiments retroactively analyzing some of the conflictual contexts I had been part of. It was not always easy to answer the three basic questions. Were our goals aligned? Well, at one level certainly, but another level not (which is why there was a conflict). Was there a power difference? I considered us to be peers but the disputant may well have perceived herself in a position of authority. How important was the relationship really to me? It seemed important at the time but less so now that I started to think about it. Clearly, how we approach these questions will be filtered through our temperament and evaluated against our goals. Personally I tend towards strategies of cooperation and withdrawal. It will be very hard for me to frame a situation in terms that will lead me to approaches that are competitive or very explicitly play on a power differential. As a result of these thought experiments I am guessing that it is perhaps harder to break out of our default response attractor than the book leads us to believe.
Coleman and Ferguson acknowledge that conflict intelligence has its limits. We may find ourselves in situations that are simply wrong, immoral, illegal or stupid. Then we need to forfeit adaptiveness and opt for Principled Rebellion. This strategy boils down to naming and shaming your opponents to bring them back in line with what is legal, fair and ethical.
Making Conflict Work provides a lucid and well argued perspective on conflict management. It’s basically a manual with scholarly pretensions. It seems that everyone can benefit from working through this book. Fortunately the authors went out of their way to make it an agreeable reading experience. Their prose is accessible but doesn’t fall into the trap of excessive chumminess. The book is clearly structured which makes it very easy to navigate. Short surveys help readers to assess their personal fit with the strategies discussed. The myriads of real-life examples that are woven into the argument strike me as fresh and alive and they are narrated with empathy. The notes section at the end of the book contains abundant pointers to relevant academic literature. I certainly recommend this book.
This book starts from the premise that power differences are an important variable that needs to be factored into conflict management. In this it addresses a blank spot in scholarship. Remarkably the interlinkages between power and conflict have not been thoroughly studied.
The book’s aim is to bolster the reader’s conflict intelligence so that confrontations can be productively integrated in the flow of organizational life. Conflict intelligence is a boon to both those higher up and lower down the chain of command. Because often those in high power stand to lose as much as their subordinates because of conflict: they don’t get what they want, lose time and energy, waste social capital and fail to create value from the confrontation. In other words, there is a fairly high opportunity cost associated to *not* investing in acquiring conflict intelligence for all parties involved.
Conflict intelligence requires first and foremost a capacity to read and understand a conflict situation. Usually we don’t bother to reflect. We tend to go mindlessly along with a default response that emerges at the intersection of many personal influences and the particular situation we find ourselves in. To override our dominant responses we need a grid to analyze and frame a conflict situation. The authors construct that model around three key elements in conflict: how important are the other disputants to me? Are they with me or against me? Am I more or less powerful than them, or are we equals? Different answers to these questions shape different conflict situations. The argument is further developed around seven archetypal situations that are labeled as follows:
Compassionate Responsibility
Command and Control
Cooperative Dependence
Unhappy Tolerance
Independence
Partnership
Enemy territory
For instance, the Unhappy Tolerance situation is one where you find yourself in low power, with purely competitive goals, and yet with a high need to remain in the relationship with the disputant. Experienced from a position of authority this situation then turns into Command and Control.
Each of the seven situations are then matched by a mindset that is most appropriate for that conflict situation. For instance, a situation of Unhappy Tolerance benefits from being approached with an Appeasement mindset. On the other hand, someone in a Command and Control situation does well to contemplate Dominance as a possible strategy. Altogether, the authors discuss three baseline strategies that are basically cooperative in nature (Benevolence, Cooperation, and Support), three strategies that are more susceptible to escalation (Dominance, Competition, and Appeasement) and a withdrawal strategy (Independence). Conflict intelligence then consists of being able to read different conflict situations, mastering the various mindsets and being able to switch from one to the other as and when the context requires.
Coleman’s model is elegant and not so difficult to understand. However, its application may be less straightforward. I did a few thought experiments retroactively analyzing some of the conflictual contexts I had been part of. It was not always easy to answer the three basic questions. Were our goals aligned? Well, at one level certainly, but another level not (which is why there was a conflict). Was there a power difference? I considered us to be peers but the disputant may well have perceived herself in a position of authority. How important was the relationship really to me? It seemed important at the time but less so now that I started to think about it. Clearly, how we approach these questions will be filtered through our temperament and evaluated against our goals. Personally I tend towards strategies of cooperation and withdrawal. It will be very hard for me to frame a situation in terms that will lead me to approaches that are competitive or very explicitly play on a power differential. As a result of these thought experiments I am guessing that it is perhaps harder to break out of our default response attractor than the book leads us to believe.
Coleman and Ferguson acknowledge that conflict intelligence has its limits. We may find ourselves in situations that are simply wrong, immoral, illegal or stupid. Then we need to forfeit adaptiveness and opt for Principled Rebellion. This strategy boils down to naming and shaming your opponents to bring them back in line with what is legal, fair and ethical.
Making Conflict Work provides a lucid and well argued perspective on conflict management. It’s basically a manual with scholarly pretensions. It seems that everyone can benefit from working through this book. Fortunately the authors went out of their way to make it an agreeable reading experience. Their prose is accessible but doesn’t fall into the trap of excessive chumminess. The book is clearly structured which makes it very easy to navigate. Short surveys help readers to assess their personal fit with the strategies discussed. The myriads of real-life examples that are woven into the argument strike me as fresh and alive and they are narrated with empathy. The notes section at the end of the book contains abundant pointers to relevant academic literature. I certainly recommend this book.
January 21, 2022
I thought there was a lot of great insight in this book specific to workplace conflict types and how to resolve. Some really helpful examples as well. I find that the content was stronger or more focused on conflicts where you are in a position of power. Conflicts between peers was not discussed with as much depth, although that is certainly common. I will probably continue to reference this book.
September 24, 2014
“Making Conflict Work: Harnessing the Power of Disagreement” by Peter T. Coleman and Robert Ferguson provides seven strategies and seventy tactics to make conflict work up and down the ladders of power in organizations. It's backed with science, examples and illustrations of how the strategies and tactics work, as well as self-assessment evaluations to determine the strategies and tactics you use the most, and which you might want to incorporate more.
This isn't a “simple” book, but one that takes a serious look at conflict and deserves a serious read to incorporate the information provided effectively when dealing with conflict, especially in the workplace. The book is aimed at managers, mediators, consultants, and attorneys who deal with conflict, and I'd echo those as the target readers, but would also include anyone wanting to be in those positions or better understand conflict and how they can approach it differently to help increase the amount of positive resolutions.
One of the things I really like about this book is that it looks at conflict, and the various ways you can deal with it for different outcomes. It allows the reader to choose strategies and tactics that will work the best in certain situations, while acknowledging that completely different strategies and tactics will be needed when in conflict with a different person or over a different matter. I also like the self-assessment exercises that provide insight to your own preferred conflict styles. Knowing this helps when making choices to best deal with disagreements and other conflicting situations.
The book also discusses power imbalance and strategies and tactics geared toward being the person with more power, or the person with less power. I found this very informational, because most of the time there will be a power imbalance.
How well you manage conflict with your boss or other superiors at work, or with the more difficult employees you need to supervise, will be an important consideration in your continued success. This book will help you assess and determine your own responses and outcomes when conflict is involved, and mastering the strategies and tactics will undoubtedly help you succeed in any organization or field that involves conflict.
This isn't a “simple” book, but one that takes a serious look at conflict and deserves a serious read to incorporate the information provided effectively when dealing with conflict, especially in the workplace. The book is aimed at managers, mediators, consultants, and attorneys who deal with conflict, and I'd echo those as the target readers, but would also include anyone wanting to be in those positions or better understand conflict and how they can approach it differently to help increase the amount of positive resolutions.
One of the things I really like about this book is that it looks at conflict, and the various ways you can deal with it for different outcomes. It allows the reader to choose strategies and tactics that will work the best in certain situations, while acknowledging that completely different strategies and tactics will be needed when in conflict with a different person or over a different matter. I also like the self-assessment exercises that provide insight to your own preferred conflict styles. Knowing this helps when making choices to best deal with disagreements and other conflicting situations.
The book also discusses power imbalance and strategies and tactics geared toward being the person with more power, or the person with less power. I found this very informational, because most of the time there will be a power imbalance.
How well you manage conflict with your boss or other superiors at work, or with the more difficult employees you need to supervise, will be an important consideration in your continued success. This book will help you assess and determine your own responses and outcomes when conflict is involved, and mastering the strategies and tactics will undoubtedly help you succeed in any organization or field that involves conflict.
November 27, 2021
I learned so much from this book! I feel like it took away some of my innocence/naïveté (in a good/productive way). This seems obvious in retrospect but some key takeaways were that there are lots of ways to respond to conflict and you should approach each conflict strategically using the situationally appropriate tactics. Especially if you’re someone who approaches the world assuming that being kind / benevolent in every situation will work out in the end, this book will make you think twice. I only wish I had read it at the start of my career so I would’ve been better equipped to handle conflicts effectively in the workplace.
June 18, 2018
This was such a great book. Conflict is inevitable, but this book has great strategies on how to deal with it. The greatest lesson I learned was being adaptable to different situations by using different strategies.
I only had to read a couple chapters for grad school, but I ended up reading more. I am excited to be able to learn from the author when he comes to guest lecture in our class in July.
I only had to read a couple chapters for grad school, but I ended up reading more. I am excited to be able to learn from the author when he comes to guest lecture in our class in July.
May 27, 2020
a very informative book that’s written intricately detailed, providing us information regarding methods and ways of how to deal with conflict.
it’s an easy-to-understand book. it has a background information to help us understand better. a good book to learn from.
i wanted to rate it a 3.5 but since we’re not able to, i round it down to 3. my reason: the book’s just like an average self-help book which didn’t trigger me in any sense.
it’s an easy-to-understand book. it has a background information to help us understand better. a good book to learn from.
i wanted to rate it a 3.5 but since we’re not able to, i round it down to 3. my reason: the book’s just like an average self-help book which didn’t trigger me in any sense.
January 11, 2025
I have learned so much from Dr. Coleman the last two semesters. Conflict has grasped my curiosity, it's "a lot like fire. When it sparks, it can intensify, spread, and lead to pain, loss, and irreparable damage." (p. xii)
However, what I love about Dr. Coleman is his optimistic outlook, "Despite its poor reputation, under the right circumstances, conflict can be functional and positive" (p. 1). "It's the emotional context of your past experience that affects your reactions" (p. 19).
However, what I love about Dr. Coleman is his optimistic outlook, "Despite its poor reputation, under the right circumstances, conflict can be functional and positive" (p. 1). "It's the emotional context of your past experience that affects your reactions" (p. 19).
January 29, 2025
I didn’t understand what this book was actually about - I thought (and hoped) it would perfectly apply to how conflict in social change organizations could be harnessed for organizational growth. That’s not what it is. It’s how you as a reader can employ several strategies (think fight, flight, appease and a few others) in challenging work situations. And yet I insisted I finish it, which is why it took me 4 years!
February 15, 2018
Тверда четвірка. Типи конфліктів розкладені по поличках. Автори аргументують необхідність та незворотність конфліктів, показують на прикладах типи поведінки у конфліктах. В книзі нема "як правильно", а є "як можна". За це плюс. Є тести і вправи. Теж плюс. З мінусів - трохи занудно, переклад не ідеальний, книзі дуже бракує редактора - описки і помилки. Ну і папір мені не сподобався.
February 25, 2018
I recommend this to people dealing with conflicts. Well researched, great anecdotes, well structured with self assessments to understand ourselves, our environment, summary at the end of each chapter and well articulated pros and cons of each tactic. Can’t say this enough: well written.
Good complimentary reading to The Subtle Art of Not Giving a Fuck, and The No Asshole Rule.
Good complimentary reading to The Subtle Art of Not Giving a Fuck, and The No Asshole Rule.
Read
June 4, 2021My interview with Professor Peter Coleman about "Making Conflict Work" for The Armen Show Podcast:
http://www.armenshirvanian.com/podcas...
http://www.armenshirvanian.com/podcas...
May 20, 2017
Really easy to pick up and read through while giving you moments to pause and reflect on the different chapters. Suggestions and philosophies were backed up by examples, research and interviews.
December 16, 2017
Добре. Але треба розуміти, що книга конкретно про конфлікт по вертикалі: керівник-підлеглий або підлеглий-керівник.
August 5, 2018
Багато корисної інформації, тактики і стратегії, які пропонуються авторами будуть корисними не лише в корпоративних відносинах
May 8, 2019
Good book. Lots of cases, strategies and tactics systemized.
November 14, 2019
Интересные тактики и кейсы.
Полезно, познавательно. Ну и тесты, куда же без них)
Полезно, познавательно. Ну и тесты, куда же без них)
May 16, 2020
Great reference book to keep going back to over and over.
August 16, 2023
Interesting and instructive. Provides a lot of insight into science back conflict management solutions.
May 3, 2024
This is a wonderful hypothesis that is completely lacking for black women who are placed in toxic work conditions with no managerial support.
January 31, 2015
Conflict is a part of life and human beings unfortunately tend to make conflict worse. Nowhere is this tendency more apparent than the workplace. That is the premise that the authors of Making Conflict Work: Harnessing the Power of Disagreement start with. Don’t worry though because conflict does not have to lead to ruined relationships, endless verbal sniping, and a generally toxic work environment. Peter Coleman and Robert Ferguson discuss several different ideas for dealing with conflict that is basically certain to occur in life. This of course relies on a properly reading the conflict situation because misreading and using the wrong strategy could actually make things worse.
I feel that this book is ideal for courses on leadership because of the bullet point summaries of the points covered in each chapter, the self-assessments which allow students to determine if they use the tactic too much or too little, and most importantly sections that detail the pros and cons of each approach. One could very easily devise some conflict situations/simulations to use the material in this book as part of a leadership course.
Even though this book is listed as a business book, one does not have to be in the business world to make use of it. This is because everyone experiences conflict whether it be with friends or family and we all could use better conflict management skills. I was very impressed with this volume and give it my highest recommendation.
I feel that this book is ideal for courses on leadership because of the bullet point summaries of the points covered in each chapter, the self-assessments which allow students to determine if they use the tactic too much or too little, and most importantly sections that detail the pros and cons of each approach. One could very easily devise some conflict situations/simulations to use the material in this book as part of a leadership course.
Even though this book is listed as a business book, one does not have to be in the business world to make use of it. This is because everyone experiences conflict whether it be with friends or family and we all could use better conflict management skills. I was very impressed with this volume and give it my highest recommendation.
October 26, 2014
I received this book on Goodread First Reads in exchange for an honest review.
I was actually surprised on what a coincidence I won this book at my certain time in life. I work in a VERY stressful, high-conflict work area and I'm also currently in the middle of some ugly drama with my personal life. When I got this book in the mail, I couldn't wait to start reading it and see how it would benefit me.
This book was very well organized and neatly put together, the details were decently written, and it even though certain areas did slack off onto the dark side of boredom, making me a tad bit yawn-worthy, the majority of the book made up for it! The author covers VERY good discussions all revolving around resolving conflict, as well as how to make it benefit you to your best knowledge. He touches a few other similar topics, but nonetheless doesn't stray to much with this book. He was good at making it less of a challenge to read, unlike a lot of guidance books. It is, nonetheless, very seriously written and everything is backed up with excellent examples, strategies, reviews, and scientifically proven making it a very beneficial book. I was very impressed with this read and highly recommend it!
I was actually surprised on what a coincidence I won this book at my certain time in life. I work in a VERY stressful, high-conflict work area and I'm also currently in the middle of some ugly drama with my personal life. When I got this book in the mail, I couldn't wait to start reading it and see how it would benefit me.
This book was very well organized and neatly put together, the details were decently written, and it even though certain areas did slack off onto the dark side of boredom, making me a tad bit yawn-worthy, the majority of the book made up for it! The author covers VERY good discussions all revolving around resolving conflict, as well as how to make it benefit you to your best knowledge. He touches a few other similar topics, but nonetheless doesn't stray to much with this book. He was good at making it less of a challenge to read, unlike a lot of guidance books. It is, nonetheless, very seriously written and everything is backed up with excellent examples, strategies, reviews, and scientifically proven making it a very beneficial book. I was very impressed with this read and highly recommend it!
June 24, 2016
This book was read right on time. Avoiding an anecdotal paragraph I will say this: prior to reading the strategies outlined in this book, I was totally unaware of how inflexible and mal-adaptive I have been throughout my life in dealing with interpersonal conflicts.
Often times, agents involved in a situation are unaware of how they are blinded by the emotions that the situation they're in elicits, and fall for the trap of impulsive reactivity.
This book not only provides internal checks and balances whereby one can assess the appropriateness of response, it allows you to home in on situational awareness, whereby you become cognizant of the salient events, actions, and reactions of those around you.
The book first outlines seven common conflict management styles, and the leverages involved with each position, to conclude with a mental model that allows one to integrate them all for a more comprehensive and adaptive approach.
This is important, because if one wishes to expand, rather than shrink their circle of influence, understanding how to work and live with people throughout life must be of value, and of continuous improvement. I vow to make this commitment to and for my life, and the loved ones therein.
Often times, agents involved in a situation are unaware of how they are blinded by the emotions that the situation they're in elicits, and fall for the trap of impulsive reactivity.
This book not only provides internal checks and balances whereby one can assess the appropriateness of response, it allows you to home in on situational awareness, whereby you become cognizant of the salient events, actions, and reactions of those around you.
The book first outlines seven common conflict management styles, and the leverages involved with each position, to conclude with a mental model that allows one to integrate them all for a more comprehensive and adaptive approach.
This is important, because if one wishes to expand, rather than shrink their circle of influence, understanding how to work and live with people throughout life must be of value, and of continuous improvement. I vow to make this commitment to and for my life, and the loved ones therein.
May 19, 2018
I highly recommend this to anyone in any leadership capacity, as this may very well be a preemptive resource for conflict management. However, this book reminds us conflict happens everywhere, on every level, but to varying degrees... which we may have something to do with, positively or negatively. Coleman's experience does not fail to address personality, ethical reasoning and moral codes for assessing and engaging conflicts appropriately. As well, he and Robert Ferguson (psychologist and executive coach of 20+ yrs) offer a balanced approach of empirical and practical facts, making it a very hands on tool for anybody, not just those in occupational settings. Although, I would give it as a gift to anyone celebrating a new management position.
Read
October 31, 2014Full disclosure: I won this book but my husband actually read and critiqued it as he has worked in the high tech industry for many years as a manager as well as an individual contributor.
Similar to every book I have read on conflict in the workplace. There's nothing radically new there.
Well thought out but similar to company's human resources tutorial on conflict resolution publications.
Similar to every book I have read on conflict in the workplace. There's nothing radically new there.
Well thought out but similar to company's human resources tutorial on conflict resolution publications.
August 10, 2016
Книжка дала словник для опису конфлікту, розуміння важливості емоційної складової і її невіддільності від самого конфлікту і досить логічну систему класифікації самих конфліктів. Плюс варіанти стратегій під типові ситуації.
Раджу, якщо маєте справу із людьми.
Раджу, якщо маєте справу із людьми.
Read
February 21, 2015I just received my advance copy of Making Conflict Work: Navigating Disagreement Up and Down Your Organization and I can't wait to read it!!!!! Thank you goodreads!!!!!
February 8, 2015
At some point I'd like to go back and retake the quizzes. This takes a different approach to defining conflicts than other books.
January 5, 2016
The concepts aren't groundbreaking, but the book is well layed-out and offers good opportunities for self-reflection.
Read
September 22, 2018Стратегії, тактики, поради + наукові дослідження.
Додатково можна пройти тестування на сайті і виявити свої основні стратегії на прикладі кейсів.
Додатково можна пройти тестування на сайті і виявити свої основні стратегії на прикладі кейсів.
Displaying 1 - 29 of 29 reviews