Jane Beddall
Crafting Solutions to Conflict
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Jane Beddall
Crafting Solutions to ConflictClaimedEpisodes
Jane Beddall
Crafting Solutions to Conflict
Claimed 2 people rated this podcast
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Paul Edelman talks with me about how he works with clients to make more informed decisions, generating better results. We discuss his proprietary COImpact model, a process for better decision-making. Paul used his experience in a variety of set
Our emotions affect the emotions of the person we are talking to in times of stress or conflict. It’s a two-way street. Wildly oversimplifying the neuroscience of it: when we are physically near each other, we are picking up on the hormones th
My most recent guest, Natalie McVeigh, talked with me about the neuroscience of stress and conflict. Here’s one excellent idea to highlight from our conversation. To paraphrase:There’s a lot of research on stress, and this one conclusion is key
Natalie McVeigh joins me to talk about her interest in the study of neuroscience of stress and conflict and how she uses what she continues to learn about human brains, emotions, and stimuli in her work with families as a coach, consultant, and
My perceptions are mine and yours are yours. Nothing will change that fundamental fact. Our perceptions are – logically and inevitably – deeply affected by our experiences, assumptions, and expectations. When we see important things in deeply d
Here are some free resources to learn about conflict: Association for Conflict Resolution is here: https://acrnet.org/Its Greater New York Chapter (ACR-GNY) can be found here: https://www.acrgny.org/ You can sign up for their monthly roundtable
Blaine Donais joins me to talk about a different definition of “conflict”. Blaine suggests that conflict is a perceived injurious event. We break down the three parts of that phrase and what they mean in practice, particularly in the workplace.
When we are faced with a situation – one that isn’t a problem at all but easily could become one, or is simmering, or volcanic, or somewhere on that spectrum – we may choose to do nothing about it. That’s a choice. Denial – refusal to admit th
My most recent guest was Khara Croswaite Brindle. We talked about her book, Understanding Ruptured Mother-Daughter Relationships: Guiding the Adult Daughter’s Healing Journey Through the Estrangement Energy Cycle. One point that came up was the
Khara Croswaite Brindle joins me to talk about her book, Understanding Ruptured Mother-Daughter Relationships: Guiding the Adult Daughter’s Healing Journey Through the Estrangement Energy Cycle. One point Khara stresses is the concept of Ackno
When getting into a cold pool, lake, river, or ocean, some people want to jump in and some want to ease in. It’s a personal preference and it would be hard to say that one is genuinely better than the other. Challenging conversations may be di
My most recent guest, Michael Phillips, talked with me about his book, The Naked Negotiator. The book’s title comes from its focus on the basics: the principles that apply across the board to all sorts of negotiations. One idea Mike shared is
Michael W. Phillips joins me to talk about his book, The Naked Negotiator. Mike chose that catchy title to capture the idea that when you strip away the specifics of a particular challenge you find the bare bones – the basic principles of negot
Can gossip have a good side? According to social scientists, even more fundamental than answering that question is accepting that we all do it and we have for many generations. Gossip can be good. Apparently, it depends on the context. Here ar
Terry Teale, my most recent guest, mentioned a useful concept: the WAIT idea. That’s W. A. I. T. A very handy and easy to understand acronym. It stands for Why Am I Talking? We can take a little time, be comfortable with silence – even if only
Terry Teale visits the show this week. Terry is the co-author, along with Michael Fraidenburg, of "The Art of Mediation, Key Skills for New Mediators: Exploring Challenges, Growth, and Success in Mediation". We talk about viewing mediation as
In our conversation about dealing with mercurial people, especially bosses, John Volturo (my most recent guest) shared insights about what to do to regulate yourself when you realize that you should take a pause before you are entangled in disa
When we have been involved in an unpleasant conflict with a person or people important to us, it’s not surprising if our thoughts return to a specific event or time period. Ruminating is running the same negative thoughts through your mind over
John Volturo, an executive coach, joins me to talk about dealing with mercurial people, especially bosses. John also offers insights on pause behaviors, empathy and why gossip is not always a bad thing. To learn more about his work and to conta
Last week, I talked about the general idea of the Johari Window Model. How do the four quadrants of the Open Area, the Blind Area, the Hidden Area, and the Unknown Area work? Full credit here to a website called HelpfulProfessor.com.: https://h
The Johari Window model is a visual framework, with four quadrants. Its goal is to improve self-awareness, including understanding your conscious and unconscious biases. The model is typically used in some sort of team setting. The workplace is
David Gage visits the show to talk about the work that flows from the concept spelled out in his book, The Partnership Charter: How to Start Out Right With Your New Business Partnership (or Fix the One You’re In). The Charter goes beyond legal
It’s a two-step process. And the second part might be the more important. Before you move on, do what you can to improve the situation. Resolve the conflict, on your own or with professional help. Or, if that is not possible, perhaps you can mi
The power of the cumulative effect is often overlooked and underestimated. Microaggressions are an excellent example of the power of the cumulative effect: the ongoing repetition of the indignities has an impact greater than one or two. My mos
Buki Mosaku is the author of “I Don’t Understand: Navigating Unconscious Bias in the Workplace”. We discuss the inevitability of unconscious bias in the workplace and recognizing that it isn’t always a one-way street. We talk about simple and
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