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How to deal with workplace conflicts - Develop your personality and business skills.
 
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How to deal with workplace conflicts - Develop your personality and business skills. Blog: http://www.learnex.in/how-to-deal-with-workplace-conflicts Skillopedia video to learn about dealing with office conflicts. Office conflicts - Makes you nervous, irritated and frustrated! So how do you manage office conflicts. Work place is naturally a stressful environment and conflicts among your co - workers or bosses is inevitable. There are various reasons to it, jealously, ego, pride, compensation issues and so on. The following tips will help you to handle conflicts on day to day basis. 1. Approach a conflict with an open mind - Different people have different perceptions and solving workplace conflicts required finding a common ground. One should not wait for the other person to approach you instead you can be the first one to do so. One should understand the other person's point of view and how he or she arrived at it. Lack of information, misinformation or no information at all creates conflicts. Clear, concise and timely communication will help you to ease both the number and the severity of conflicts. 2. Control your emotions - When you are in control of your own emotions versus them being in control of you, you are able to handle conflicts well. Don't be a dram queen or drama king by shedding crocodile tears the moment you face a conflict. Do not throw a fit of rage on the heat of the moment. This kind of behaviour will tend to ruin your career. Stay calm and let not your emotions control you. 3. Stop assuming - Someone just said something and you find yourself rolling your eyes in aggravation. Just try to give the other person benefit of doubt. One should not think negatively all the time, Before jumping to conclusions try to understand what the other person has to say ,acknowledge and paraphrase their opinion back to them to enhance your comprehension. 4. View a conflict as an opportunity - In a conflict check on 'what's there for me' In every conflict there is a hidden teaching and learning opportunity for every one of us. Where there is disagreement there is an inherent potential of growth and development. Handle the conflict in a positive way and this stimulate innovation and learning. If all these do not work for you then a timely apology is a great way to deal with crazy conflicts. An apology is a sign of respect n civility. Conflicts are everywhere - it just depends on you, the way you choose to handle. So hope these points help you to decide the way to deal with the workplace conflicts.
Conflict Resolution
 
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Conflict Resolution - http://www.resolutionofconflict.com.au/ Learn how to resolve your conflict now. Visit our site for three free interactive video lessons. This video shows how the Conflict Resolution Model works. Conflict, and the resentment it breeds, massively undermines relationship at all levels.
Views: 926941 BreakthruInMarketing
Managing Conflict Between Two Employees
 
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MANAGING CONFLICT BETWEEN EMPLOYEES - Managers who find themselves being the referee when employees are having conflict typically cause more harm by not bringing employees together earlier. In this 12-min video, Shelly takes managers through a facilitated process to resolve issues between team members.
Views: 11800 Synfini Works
CONFLICT RESOLUTION
 
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Life can be frustrating. You’re not always going to get along with your friends and family, and they won’t always get along with you. And anger and frustration are natural human emotions, so there’s no way you can avoid feeling them. But there are ways to disagree without being disagreeable--and in this BrainPOP movie on conflict resolution, Tim and Moby will tell you all about them! First, you’ll find out why it’s a good idea to take a deep breath and collect yourself before you respond to a situation you’re not thrilled about. You’ll discover different ways to compromise, and how placing yourself in another person’s shoes can change a potential screaming match into a friendly discussion. Why risk alienating your friends and hurting people’s feelings, when you can settle your differences fairly?
Views: 147641 BrainPOP
Avoid Avoiding Conflict | David Thornsen, PsyD | TEDxMuskegon
 
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One of the most consistent mirrors many people have is their partner. What happens when the reflections we receive are not accurate? What might be the impact of inaccurate reflections on communication, the individual partner, and the relationship over time? This talk offers a simple and effective way for couples to make communication effective again. Dr. Dave Thornsen is a licensed psychologist practicing in Grand Rapids, MI. His expertise comes from years of providing couples with therapy and toolsets to live, work and grow together. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 29472 TEDx Talks
5 Step Process for Handling Complaints
 
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An easy-to-implement, five step process can manage any customer complaint and customer service crisis situation. Go to http://www.Hyken.com to learn more about Shep Hyken, customer service speaker and expert. Awhile back, United Airlines had a computer outage that lasted two and a half hours and caused 200 flight delays and six cancellations. Keep in mind, this wasn’t a single unhappy customer complaining to a gate agent at the airport. This situation involved thousands of people who were inconvenienced. I would describe a two plus hour delayed flight as a Moment of Misery™. There were thousands of angry passengers. Yet, problems like this are bound to happen at some point; just last year it happened with Delta and Southwest. And it may not be a computer glitch, but a weather problem that causes airline delays. Yet every cloud has a silver lining, and in this instance it’s a mini-case study on how to handle a customer service crisis. I can’t speak to what happened at the airport when passengers approached gate agents for help, or what happened on the phone lines as passengers tried to reach a customer service representative. I’m sure there were long lines and hold times. The individual interactions turned out either good or bad because of the individual employees’ attitudes and how well they have been trained to handle such situations. But, what I can speak to is the general response that United Airlines made, and how it was a perfect example of what to do in a crisis situation. I teach a five step process to deal with a complaining customer, and for those who follow my work, this is a short review: 1. Acknowledge the problem. 2. Apologize for the problem. 3. Fix the problem – or discuss how it will be fixed. 4. Do it with the right attitude – not just being nice, but acting accountable. 5. Doing all of this with a sense of urgency. Well, the same way you deal with individual customers is also the way you deal with a customer service crisis that impacts thousands of customers. First, United acknowledged and apologized for the inconvenience. That’s steps one and two. They responded to media inquiries and tweeted out to all of their followers: A ground stop is in place for domestic flights due to an IT issue. We’re working on a resolution. We apologize for the inconvenience. Then they fixed it, accomplishing step three. Step four was that they accepted responsibility. Maddie King, a spokesperson for United, met with the press and told them they were working to fix the problem. No excuses. In other words, United was owning the problem. Finally, there was a sense of urgency behind all of this. It took just two and a half hours to fix the problem. They worked hard and fast. Urgency is key to restoring confidence. So, be it an individual complaining or a major customer service crisis effecting thousands of customers, consider the five step process that not only fixes what is broken, but potentially restores the customer’s confidence. And, done well it may restore the customer’s confidence to a level higher than if the problem had never happened at all. Shep Hyken, professional keynote and customer service speaker, customer service trainer, and New York Times best-selling author, shares his customer service tips. These tips are your how to guide to customer complaints, delivering amazing customer service, customer loyalty, customer service training, customer trust, company culture, customer experiences, sales tactics, and employee retention. To hear more customer service tips, listen to interviews, read his blog and learn about The Amazement Revolution go to http://www.hyken.com. Shep is a customer service expert and the Chief Amazement Officer (CAO) of Shepard Presentations. As a professional speaker and author, Shep helps companies build loyal relationships with their customers and employees. For information about customer service training go to http://www.TheCustomerFocus.com. Facebook: http://www.facebook.com/ShepHykenSpeaker LinkedIn: http://www.linkedin.com/in/ShepHyken Google+: http://www.gplus.to/ShepHyken Twitter: http://www.twitter.com/Hyken 314-692-2200 ShepTV is another Shepard Presentation (www.ShepTV.com)
Managing Conflict Between Employees
 
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Managing Technical Professionals is now available on Pluralsight! Visit hoffstech.com/managingtechpros to view the course preview! VIDEO OVERVIEW When you are in a management or leadership position, managing conflict between employees is crucial to your team's success. If it is not done properly, then you can end up escalating the issue. Or, if you choose to do nothing then the issue will not have closure which could affect the performance of your team. You should always use the following best practices when you manage conflict between employees. Attend to Conflict Quickly You should do your best to begin managing conflict as quickly as you can when you see or hear about a conflict on your team. That way, the event or situation will be fresh in everyone's minds and you are not letting the situation fester which can create a toxic work environment. Mediate a Discussion The conflict needs to be addressed by everybody involved and the best way to handle that is through a mediated discussion. You need to understand the conflict from all sides so that you are able to set a resolution. During the discussion, you need to allow everybody involved equal time to present their case. That way, everyone will feel heard and no matter what the resolution is, your employees will know that their opinions are valued. Do Not Avoid It It is your job as a manager to make sure that you are managing conflict and not ignoring it. If you avoid conflict, the problem will continue to cause more problems on your team. Your employees may also see your avoidance as weak management and they will not feel confident in your skills as a leader. Do Not Aim to Please Everyone Sometimes when you are managing conflict there is a resolution that is amiable to everyone on your team. But more often than not, the resolution will displease someone when they do not get their way. You should select the best resolution for the conflict at hand, do not select a resolution just because it will please everyone. You can learn more in our Pluralsight course, Managing Technical Professionals! Visit hoffstech.com/managingtechpros to view the course preview. Follow HoffsTech on Social Media! http://www.hoffstech.com YouTube: http://youtube.com/hoffstechllc Twitter: http://twitter.com/hoffstech Facebook: http://facebook.com/hoffstech Instagram: http://instagram.com/hoffstech Follow Shelley Benhoff on Social Media! http://twitter.com/sbenhoff http://facebook.com/shelleybenhoff Music provided in this video courtesy or OCRemix.org. Cid (Solace Simplicity) performed by Children of the Monkey Machine.
Views: 2267 HoffsTech
Jordan Peterson: Crucial relationship guidance
 
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Jordan Peterson talks in this video about very important information about relationships and conflict resolution. This clip comes from professor Peterson's: "2015 Maps of Meaning 5: Narrative, Neuropsychology & Mythology III / Part 1 (Jordan Peterson)" https://www.youtube.com/watch?v=Ov5pYNPi358&t=12s
Views: 359783 Essential Truth
How to Deal with an Exploitative Spouse? Sadhguru
 
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Responding to a question about exploitative relationships, Sadhguru explains that meditativeness is an important quality to bring into our lives and our families, rather than trying to fix the other person. Meditativeness fundamentally means to become in such a way that we are not the source of the problem -- wherever we are, we are a solution. **************************************** Transcript: http://isha.sadhguru.org/blog/video/how-to-deal-with-an-exploitative-spouse/ Questioner: Sadhguru, Namaskaram (Pause). Sadhguru: I didn’t say anything (Laughter). Questioner: Sadhguru, how to conduct oneself when, you know, when you have a very exploitative spouse, you know? Sadhguru: You’re talking about how to conduct him or yourself? Questioner: Myself. Sadhguru: No, actually you want to know how to fix him, right? Questioner: No, Sadhguru. Sadhguru: (Laughs) So you want him to… You want him to be conduct… continue to be an exploitative spouse, and you want to learn how to be part of that (Laughter)? Questioner: I’m unable to understand how to deal with this situation. Sadhguru: No, this is what – first you must understand – do you want to deal with him or yourself? Questioner: Myself, Sadhguru. Sadhguru: No (Laughter). Let’s be straight, come on. We want to fix him, don’t we (Laughter / Applause)? Enna maa? Hmm? (Speaks in Tamil – not transcribed) (Laughs)? So this is very important. I’m particularly talking to you. Please sit down. It’s very important that we are straight with life, do you understand? What you want is your husband fixed, but because you’re sitting in front of me you’re saying, “Sadhguru, how do I fix myself to fit into this exploitation?” (Laughter) – which is not the truth (Laughs). You want to know how to fix the man. Yes or no? Please tell me, all the ladies (Laughter). If you perceive him – we don’t know what he is – we’re not talking about your husband. I do not know what he is, but if you perceive him as exploitative, obviously you want to fix him, isn’t it? If you perceive yourself as a problematic wife, then maybe some thought about, “Maybe I want to fix myself,” will come up. When you perceive somebody as exploitative, the intention is to fix them, isn’t it? But we wouldn’t want to be straight about that because the culture doesn’t tell you… the culture tells you “Fixing your husband is not a good thing – you must fix yourself (Laughs).” So if you get a headache, go for a foot surgery – then the foot will be aching more than the head (Laughter) – kind of fixed (Laughter). At least your attention is gone. So it’s time… If we are concerned about life it’s time that we are one hundred percent straight, at least with ourselves. Maybe in the world, we don’t know what profession you have, what situations you have, we don’t know how straight you can be – I will not interfere with that, but at least (Laughs) with yourself you must be hundred percent straight – very important. Otherwise, neither yourself nor your life situations will ever get fixed, simply complaining and going on. Life will be a lifelong complaint for a whole lot of people because they don’t want to address it, they want to beat around it. So, husband-fixing program we must do (Laughter). No, we have fixed a whole lot of them, because they become meditative and suddenly their exploitative nature went away because now they’re busy with something else. So I… I don’t want to get into a personal situation right now here, but you must bring meditativeness into you and into your family. This is something we have to invest into life now. If you’re not able to fix your husband, at least you must have a wish that the next generation of husbands are not exploitative. If you’re interested in that, you must make sure your little boy that you have right now, you must fix him now with some meditation. Yes. Meditation is not about fixing him against something. It is just that meditativeness means to become in such a way that you are not the source of the problem. Wherever you are, you’re a solution, you’re not a problem. Read Full Transcript: http://isha.sadhguru.org/blog/video/how-to-deal-with-an-exploitative-spouse/ **************************************** More Videos & Blogs on Website http://www.isha.sadhguru.org Yogi, mystic and visionary, Sadhguru is a spiritual master with a difference. An arresting blend of profundity and pragmatism, his life and work serves as a reminder that yoga is a contemporary science, vitally relevant to our times. Subscribe to our channel here: http://isha.co/2ebiGKm Free Guided Meditation by Sadhguru at http://www.ishafoundation.org/Ishakriya Free Yoga Tools For Transformation at http://isha.sadhguru.org/5-min-practices/ Official Facebook Page of Sadhguru https://www.facebook.com/sadhguru Official Twitter Profile of Sadhguru https://twitter.com/SadhguruJV Download Sadhguru App 📲 http://onelink.to/sadhguru__app
Views: 1275269 Sadhguru
Am I Managing Conflict? - presented by Kit Welchlin
 
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When in conflict situations with coworkers they can sometimes get irrational and emotional. Sometimes it seems like they aren't listening to you and your great ideas. Do you ever feel like sometimes they aren't telling me everything they know. Have you ever wondered whether a person can manage conflict? You may not be able to manage every element when it comes to conflict, however, you can manage your own conduct during conflict. Engage only in those behaviors that are both good for the relationship and good for the outcome, whether or not other people respond in kind. Be rational, even if other people are acting emotionally, balance emotion with reason. Communicate understanding, even if other people deliberately misunderstand us, try to understand them. Listen to the other person, even if they are not listening to you, consult with them before deciding on matters that will affect them. Be reliable, even if other people are trying to deceive us, neither trust nor deceive them. Be reliable. Rely on your persuasive skills. Even if other people are trying to coerce us, neither yield to that coercion nor try to coerce them; be open to persuasion and try to persuade them. Communicate acceptance of their point of view. Even if other people disregard our concerns as unworthy of their consideration, try to understand their perspective and be open to learning from them. Sometimes conflict is simply a misunderstanding. Often we find that when we listen well, we can find common ground and create win-win solutions to our disagreements. Keep your composure and the people you work with will like solving problems and resolving conflicts with you. For more on Managing Conflict, watch this presentation: http://welchlin.com/presentations/conflict-and-negotiation/ Check back to Welchlin.com every Monday for a new video blog.
Views: 185 Kit Welchlin
How  Understanding Conflict Can Help Improve Our Lives | Robin Funsten | TEDxTryon
 
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Robin Funsten has a knack for conflict—more specifically, in its successful resolution. She challenges us to look at the inevitable conflicts we face as opportunities for providing positive and lasting change. Robin is a Mediator, Conflict Consultant, experienced Educator, Life Coach and Public Speaker. She has been committed to working with community, youth, and families for her entire career helping guide groups and individual clients through difficult life challenges encountered during conflict. Robin has facilitated hundreds of mediation sessions and individual problem-solving sessions. Robin also has presented for thousands of people on the opportunities that can be created from engaging intentionally in our conflicts. She the CEO of Community Conflict Solutions, a business based on the idea that teaching conflict resolution skills can guide long term and positive transformation for individuals, our communities and the world. Robin is happily married and has a young son. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 25630 TEDx Talks
"How did you handle a difficult situation?" in Job Interview
 
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"Tell me about a difficult situation or challenge you faced in a workplace" By asking this question, employers are trying to see how you (A) take charge in handling a challenging situation, or (B) collaborate with your coworkers as a team to solve a conflict. They want to know if you have critical thinking and problem solving skill, how you approach the problem and the level of responsibility you take in challenging situations. It is very important to make sure that you use an example that demonstrates your ability to handle difficult situation. So do not mention about when you elevated the responsibility. Rather, talk about times when you stepped up and took a leadership position by collaborating with your coworkers. In order to construct effective story, use PAR model and follow the 3 steps. 1 Problem: Identify the problem. What was the issue? 2 Action: How did you and your coworkers analyzed the problem and took actions to solve the issue? 3 Result: What was the positive outcome in result of the action? By following PAR model, you can frame your story well. Watch the video to see example answer and start constructing your answer. Jobspeaker is a FREE service to help job seekers find better jobs. Login today!
Views: 701769 Jobspeaker
Why There’s So Much Conflict at Work and What You Can Do to Fix It | Liz Kislik | TEDxBaylorSchool
 
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We usually think of conflict as something that happens between people, so when there's conflict at work, we tend to blame the people involved, and expect them to straighten things out. But people are just the part of the story that's easiest to see, according to Liz Kislik, a management consultant and business coach. Liz draws on examples from more than 25 years of working with clients from the Fortune 500 to national nonprofits and family-run businesses such as American Express, The Girl Scouts, and Highlights for Children. She describes the underlying conditions that can lock people into unproductive conflict, and shares five steps to enable people in any kind of organization identify the underpinnings of a conflict and work through it effectively. Liz's focus is on helping organizations solve their thorniest problems while strengthening their top and bottom lines. She writes for Harvard Business Review and for the dedicated readers of her "Workplace Wisdom" blog and has taught at Hofstra University and NYU. You can learn more at http://lizkislik.com.
Views: 67303 TEDx Talks
Managing Conflict the Gandhi Way - Andrew Hutson
 
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In Chapter 5 of 17 in his 2011 Capture Your Flag interview, Andrew Hutson answers "Where Do You Find Value Reading Autobiographies and Biographies of Great Leaders?" Hutson notes daily policy and corporate issues managing conflict. He finds insight and inspiration by reading great leader autobiographies to guide his own problem solving approach. Hutson is a senior project manager at the Environmental Defense Fund (EDF), where he focuses on sustainable supply chain work with organizations such as Wal-Mart. Hutson holds a PhD from the University of North Carolina at Chapel Hill and a MA from Duke University Nicholas School of the Environment. He earned his BA from Michigan State University. View more career videos at http://www.captureyourflag.com Follow us on Twitter: http://www.twitter.com/captureyourflag Like us on Facebook: http://www.facebook.com/captureyourflag
Views: 338 Capture Your Flag
Restorative Practices to Resolve Conflict/Build Relationships: Katy Hutchison at TEDxWestVancouverED
 
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Katy Hutchison became a Restorative Justice advocate following the murder of her first husband. After ten years of sharing her story internationally to over five hundred schools and community groups, she views the education system as the structure with the most potential to affect positive social change. Katy sits on the Boards of Restorative Practices International & Glenlyon Norfolk School and volunteers for Leave Out Violence (LOVE). In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 286810 TEDx Talks
Steve Jobs talks about managing people
 
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"we are organized like a startups"
Views: 4064644 ragni
Managing Conflict
 
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Dr. Marty Martin, faculty at Depaul University, talks about the different types of conflict, their definitions, identification, diagnosis, perspective and resolutions. http://www.drmartymartin.com/
Views: 434 Dr. Marty Martin
Learn How To Resolve Conflict & Restore Relationships with Rick Warren
 
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saddleback.com/blessedlife-- Learn how to resolve conflict & how to restore broken relationships with Pastor Rick Warren of Saddleback Church. In this message, Pastor Rick talks about the seventh Beatitude—how God blesses peacemakers. Learn what the Bible says about the importance of conflict resolution and discover seven ways to restore broken relationships in your life. For service times & locations, visit http://www.saddleback.com. Connect with our online community at http://www.saddleback.com/online. Join our community on social: facebook.com/saddlebackchurch, @Saddleback on Twitter, and @SaddlebackChurch on Instagram (Saddleback Church) (Saddleback) (Saddleback Lake Forest) (Pastor Rick Warren) (Rick Warren) (The Beatitudes) (Peacemakers) (Peace) (Conflict Resolution) (God's Peace) (God's Blessings) (Learn How God Blesses) (How can I be blessed?) (Peaceful Relationships) (The Keys to a Blessed Life) (Having a Blessed Life) (Restore Relationships) (Conflict) (Conflict Management) (Reconcile Relationships) (Restoration) (Relationships) (Marriage Counseling) (Restore Marriage) (Dealing with conflict)
Views: 704161 Saddleback Church
Mediating Employee Conflict | Conflict Resolution
 
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Effective Employee Conflict Resolution Learn how to Mediate Employee Conflict http://turnkeydoc.com/human-resources/performance-management/conflict-resolution/ So you are not an expert in Human Resources, its ok we are here to help. We can all probably agree that employee conflict in the workplace takes a high toll all around. One research study claims that 42% of a manager's time goes to mediating employee conflict. Without a solid guide for employee conflict resolution correctly, this could have disastrous results. But before we can navigate how to properly resolve conflict we have to understand why they arise in the first place. So, what creates conflict in the workplace? • Opposing Positions • Power Struggles • Ego • Pride • Jealousy • Performance Discrepancies • Compensation Issues or • Just someone having a bad day But the reality is that the root of most employee conflict is either born out of poor communication or the inability to control one's emotions. Countless times otherwise smart capable people place the need for emotional superiority ahead of achieving the collective company mission. Mediating employee conflict effectively can be done! But don't worry, in this video we will share some guidelines to keep in mind when you resolve conflict. Employee Conflict Resolution can be tricky so follow these steps. First - Talk to each employee conflict participant privately to piece together a story. When talking to each person involved, keep an objective but concerned tone. Do not agree or disagree, just listen. This is key to mediating employee conflict Second - Research each version of events and then write down the employee conflict or disagreement in a few sentences, what caused it and a possible solution for the problem. This is the second step in conflict resolution which will lead to mediating employee conflict successfully Third -Meet with the main employees involved in the conflict together in a private room. Keep a cordial and optimistic tone from the very beginning of the meeting and request the same from each person. Fourth - Objectively recite the conflict back to participants, telling both sides how you understand it. Verify with each person that what you've said is accurate. Allow each person to add or correct any details and propose solutions. Fifth - Reach a final solution based on participants' proposed solutions and ones you've come up with as the objective party. Employee Conflict Resolution is key to keeping up morale Lastly - Log the conflict--both sides of the story--and resolution into a document. Print out a copy for each party to the employee conflict and have them sign a master copy to verify the information is correct. File the document with human resources for future reference if the conflict ever arises again. This can ensure that mediating employee conflict does not need to repeat itself. Remember the worst thing you can do is avoid the conflict, hoping it will go away. This, too, shall pass, is not an option - EVER. Learning effective conflict resolution is your best option. For more human resources tips please visit www.turnkeydoc.com or subscribe to our youtube channel! http://youtu.be/oqFoy8ehzuc https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 80185 Turn Key Doc
Parenting SA: Managing conflict with teenagers
 
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Conflict between parents and teenagers is normal. It can happen because conflict happens between human beings anyway. Conflict can also occur because teens are going through lots of changes. Along with the physical changes, there are changes in the brain and in hormones as young people move into a new life stage. On behalf of Parenting SA, Adelaide psychologist Kirrilie Smout gives parents and carers some tips and strategies for managing conflict with teens while also setting appropriate limits and boundaries. More information about managing conflict with teens can be found at http://www.parenting.sa.gov.au/pegs/peg38.pdf The Parenting SA website also has many other topics for parents of children aged 0 – 18 years. Visit http://www.parenting.sa.gov.au
How To Answer:  Interview Questions On Resolving Conflict
 
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Answering the "conflict" question is critical to landing the job as conflict is inevitable in the workplace, and the interviewer wants to ensure you have the ability and mindset to successfully manage conflict whtn it arises. In this video I share a mental model and framework you can use to structure, synthesize, and elucidate how you handle conflicts including how you empathize, see multiple points of view, and drive mutual resolution. Our coaches at Rocket Interview (www.RocketInterview.com) work 1 on 1 with job seekers to help them enhance their storytelling, own the room, and differentiate themselves from the competition. You can schedule your consultation at https://rocketinterview.com/
Views: 77633 AccelaCoach
Conflict Management: Think Simple
 
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Staying calm and thinking simple is most crucial while resolving any problem. It is not necessary that solution for a complex problem will also have to be complex. In most of the cases we dive deep inside a problem that we forget to notice the most simple thing where the solution lies. This video is an example of resolving complex problems with simple thinking. ________________________________________________________________________________________________________________________________ Please like comment and share. Don't forget to Subscribe to Shiblis teaching for more videos. Subscribe to Sohags Channel: https://www.youtube.com/BDSohag360 ​YouTube: https://www.youtube.com/ShiblisTeaching Facebook: https://www.facebook.com/shiblisteaching/ https://www.facebook.com/shibli.shahriar.3 https://www.facebook.com/shahariar.shibli Linkedin: https://bd.linkedin.com/in/mohammad-shibli-shahriar-018b0151 Google+: https://plus.google.com/u/0/107358973334335917187 Twitter: https://twitter.com/shahriarshibli
Views: 541 Shibli's Teaching
Interview Question: Tell me about a time you handled a difficult situation
 
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You'll definitely encounter this question during your next interview, so make sure you know how to answer it! For more career tips, visit http://careerly.co
Views: 2071875 Careerly
How To Deal With Conflict
 
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Have you ever been working as part of a team and there has been a disagreement or two? Of course you have. Conflict is a natural part of working in a team. Watch our 2 minute training video on Conflict Management. www.learningheroes.com
Views: 197400 Litmos Heroes
Resolving Conflict in Your Marriage | Dr. Ed Young
 
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Resolving Conflict in Your Marriage There is conflict in any relationship, and marriage is no exception. But there is good news. Whether your marriage is in SOS mode or is simply “so-so,” these clear and practical instructions will help you speak the truth in love and get your relationship back on the road to success. John 17:21, Ephesians 4:2-15 https://winningwalk.org https://www.facebook.com/WinningWalk/ https://twitter.com/winningwalk
Views: 14346 The Winning Walk
Managing Conflict in Family Business. Watch Now!
 
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Did you know that some conflicts can actually be beneficial? Managing conflict is challenging in any business setting—family business or not. The key is knowing how to leverage conflict into an advantage. The dynamics that produce conflict within a family intersect with the challenges of owning and operating a business, potentially complicating both. This webinar will identify family business conflict patterns, roles, and tactics, and provide valuable information on: - Common conflict cycles encountered by family businesses - Keys to effectively managing these unique conflicts - How to spot conflicts that are common in family businesses - How to plan for successful management in ways that simultaneously uphold the family and the business. Watch this webinar to learn more. Find more family business resources at https://www.nsbank.com/business/family_business/index.jsp
Views: 2527 Nevada State Bank
How to Deal with Difficult People | Jay Johnson | TEDxLivoniaCCLibrary
 
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From co-workers and colleagues to friends and family, we are faced with challenging relationships daily. Unfortunately, we often go about managing them the wrong way. Only by elevating our understanding of behavior and acting through an internalized approach will we be able to master the conflicts created by dealing with difficult people. Jay Johnson is a trainer specializing in communication and leadership development. Using a unique perspective of behavioral intelligence, Jay empowers people and organizations across the globe stretching from Main Street to Wall Street. Jay is a designated Master Trainer through the Association for Talent Development (ATD). He is a two-time Excellence in Training Award recipient from the National Association of Professional Communication Consultants and in 2017 he was named “Top Trainer” by the ATD Detroit Chapter. Jay has a devotion to teaching and learning, and is passionate about inspiring people to reach peak performance in work and in life. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 610259 TEDx Talks
"When Have You Handled A Difficult Situation" Interview Question
 
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Get FREE access to our Ultimate Online Interview Course » http://www.passmyinterview.com/ Read the TRANSCRIPT of this video below: https://www.how2become.com/blog/when-have-you-handled-a-difficult-situation-interview-question/ Richard McMunn gives you the perfect answer to the interview question "When Have You Handled A Difficult Situation". 7 answers to interview questions: https://youtu.be/umQKkcBPL08 HOW TO ANSWER THE INTERVIEW QUESTION "When Have You Handled A Difficult Situation" Let me give you some tips first of all… TIP 1 - The tougher the situation you had to deal with, the better. TIP 2 - Try to include any of the following in your response: A time constraint; Someone else's emotions (anger, sadness, conflict etc.) TIP 3 - Your ability to adapt and be flexible. TIP 4 - Make sure you structure your answer to this interview questions using the STAR Technique: SITUATION – what was the situation, who was involved and why was it difficult? TASK - what was the task or what had to be done? What was your end goal? ACTION - what action did you take to achieve the end goal? RESULT - what was the result of your actions? Visit Richard's website to get more great interview tips and advice: https://www.how2become.com/ Connect with How2Become.com on FaceBook: https://www.facebook.com/How2Become/ Connect with Richard on LinkedIn: https://www.linkedin.com/in/richardmcmunnauthor/
Views: 41832 CareerVidz
How to Handle Customer Complaints Like a Pro
 
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For detailed notes for this video, visit http://www.patrickbetdavid.com/how-to-handle-customer-complaints/ I'm going to make a prediction. There's little chance this video will go viral. Here's why. Because no one cares to talk about customer complaints. But I want to challenge you to listen to this whole thing because it will save you a lot of sleepless nights, make and save you a lot of money, and create a culture for your company. So let's get right into it. Visit the official Valuetainment Store for gear: https://www.valuetainmentstore.com/ 5 Types of Customer Complainers #1: The Valid Complainer - 1:11 #2: The Pessimist - 1:34 #3: Like Your Product, Disagree with Your Belief - 1:50 #4: An Actual Enemy - 5:04 #5: Trolls - 08:05 How to Handle Customer Complaints - 9:10 #1: Speed is Your Game - 10:08 #2: Don't Avoid Conflict - 10:38 #3: You Can't Win Them All - 12:03 #4: Get on the Phone - 12:07 Subscribe to the channel: http://www.youtube.com/valuetainment?... Valuetainment- The best channel for new, startup and established entrepreneurs. Schedule: New episodes every Tuesday and Thursday on a broad array of entrepreneurial topics.
Views: 189959 Valuetainment
1.9: Resolving Merge Conflicts - Git and GitHub for Poets
 
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In this video, I look at how to resolve a "merge conflict" using the GitHub interface. 🔗 Toy-Neural-Network-JS: https://github.com/CodingTrain/Toy-Neural-Network-JS 🎥 CircleCI: Unit Testing and Continuous Integration: https://www.youtube.com/playlist?list=PLRqwX-V7Uu6bLqwFa52YGEHy-L1-D_Ve- 🚂 The Coding Train website: http://thecodingtrain.com/ 💖 Support this channel on Patreon: https://patreon.com/codingtrain 🛒 To buy Coding Train merchandise: https://www.designbyhumans.com/shop/codingtrain/ 📚 Book recommendations: https://www.amazon.com/shop/thecodingtrain 💻 https://github.com/CodingTrain/Rainbow-Code 🎥 My Git and GitHub playlist: https://www.youtube.com/playlist?list=PLRqwX-V7Uu6ZF9C0YMKuns9sLDzK6zoiV 🎥 For an Introduction to Programming: https://www.youtube.com/playlist?list=PLRqwX-V7Uu6Zy51Q-x9tMWIv9cueOFTFA 🔗 https://p5js.org/ 🔗 https://processing.org 📄 Code of Conduct: https://github.com/CodingTrain/Code-of-Conduct
Views: 45682 The Coding Train
Anger Management for Relationships
 
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5 Keys to Anger Management in Relationships! Dr. Christian Conte with Kristen Conte Please SUBSCRIBE & SHARE! Twitter: @Dr_Conte Instagram: @drchristianconte Facebook: @DrChristianConte Website: www.DrChristianConte.com Music from Soundstripe.com Song: Always by Stephen Keech #MuchPeace
Views: 66315 Dr. Christian Conte
Managing Difficult Employees
 
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http://blog.hr360.com/hr-blog/managing-a-difficult-employee-video-blog Video Highlights: 0:42 Managing a difficult employee is one of the biggest challenges a supervisor can face. We’re talking about individuals who are not violating company policy or breaking the law, but whose demeanor, attitude and behavior are off-putting to others. 01:12 Left unaddressed, a difficult employee has the potential to do serious harm to overall workplace morale and productivity, and can even drive other valuable employees away from the department or company. 01:29 You must be responsive to the issues and complaints of the offending employee’s colleagues. Don’t brush them off. Document the complaints in detail, and ask for specific examples of the behavior in question. 01:49 Address the employee in question. This is understandably uncomfortable, but it must be done. Ideally, you will speak with the employee immediately following an incident, so that the event is fresh in his or her mind. 02:19 Follow an established protocol of steps based on a progressive discipline policy. Start with a conversation, or counseling session. If the behaviors persist, move to a verbal and then a written warning. 03:27 If all these efforts fail, you may be forced to consider reassignment or termination of the employee. However, absent special circumstances, this should generally be the last resort and done only after all other avenues have been exhausted.
Views: 166356 HR360Inc
Fixing Common Team Management Problems At Work.
 
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http://www.systemhub.com/ Melissa Crowhurst discusses the common problems in the workplace and fixes that can help resolve these problems at work. "A problem caused the program to stop working correctly" can be a thing of the past when you have these fixes in place. To find out more, visit us on http://www.systemhub.com
How to start changing an unhealthy work environment | Glenn D. Rolfsen | TEDxOslo
 
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Do you think backbiting is happening at your workplace or place of study? Glenn Rolfsen's talk is about what contributes to a toxic work environment and what the significant factors are that determine our working life quality. His approach addresses how to achieve a permanent end to slander and bullying among adults in the workplace. Glenn D. Rolfsen is a psychotherapist working in corporate health service in Oslo. He has also worked as a teacher to educate gestalt therapists in Norway and several European countries. He is particularly concerned with the psychosocial work environment in enterprises. As corporate counsel and leadership consultant, he works daily to improve working life quality for employees. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 656187 TEDx Talks
PM4 - Managing Conflict, Difficult People, and Discipline
 
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Dealing with difficult people requires a special knowledge and skill set that every effective leader must possess. Participants learn win-win conflict resolution techniques that focus on counseling and problem solving while maintaining effective work relationships, and applying those techniques to their individual workplace situations. Important aspects of supervisory corrective action are examined. Participants also learn to properly use progressive discipline to address severe performance problems.
Views: 3946 MRA org
Supervisory Skill Builders: Handling Problems and Conflict
 
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This helpful module defines strategies for prioritizing aggravations and implementing solutions.
Views: 255 AHLEIVIDEOS
Best Practices in Project Management: Coping with Conflict
 
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This lecture is brought to you by the CalSouthern School of Business (http://www.calsouthern.edu/business/) in partnership with the Project Management Institute’s Orange County chapter (http://www.pmi-oc.org/). Presenters: Greta Blash and Steve Blash Description: Nothing damages a good relationship like a bad conflict. Imagine how much stronger your relationships would be if you really understood what makes people tick—when things are going well and when there is conflict and opposition. As project managers, we are often faced with difficult situations and must constantly resolve conflicts with our stakeholders or team members. Most of us are conflict averse and want to avoid them—and it’s understandable: what you think is the right way to handle a conflict may be perceived as the wrong way by the other person. When you choose to have a nice conflict, you’re applying an approach that gets you the results you seek while leaving the relationship stronger and restoring the self-worth of everyone involved. This approach also strengthens relationships by enabling individuals and teams to deploy their individual strengths while enhancing communication, trust, empathy and productive relationships. Learning Objectives: Upon completion of the lecture, participants will be able to demonstrate an understanding of: • A practical approach to managing and preventing conflicts. • A relational awareness of conflict that yields tangible results while enhancing relationships. • Ways to identify conflict triggers in oneself and others. Bios: Greta Blash is a certified Project Management Institute (PMI) PMP, PMI Agile Certified Practitioner and PMI Professional Business Analyst, and has taught project management, agile business and business analysis certification courses worldwide. She served several vice presidential roles for PMI’s Southern Nevada Chapter. She is the academic outreach liaison for PMI Region 7. Steve Blash is a senior consultant with Facilitated Methods and is a certified PMI PMP and PMI Agile Certified Practitioner. He possesses exceptional IT technical knowledge, and has extensive project management experience managing large projects. Steve is past president of PMI’s Southern Nevada Chapter. For more information about the California Southern University School of Business, please visit: http://www.calsouthern.edu/business
Views: 31603 CalSouthern BUSINESS
Students Learn the Skill of Conflict Resolution in a Multi-Age Class
 
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In this elective class at Seattle's Alternative School 1, students from every grade come together to discuss and resolve their differences, creating a forum for social and emotional learning. If you liked this video, please consider subscribing to Edutopia's YouTube Channel: http://bit.ly/edutopia-subscribe
Views: 55740 Edutopia
72 Managing Conflict
 
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Short Notes: The four most popular methods of handling conflict can be summarized as fight, flight, fake or fold. To elaborate further, fighting is where one party tends to dominate another by way of repetitive arguments, labeling and name-calling. Flight is where people run away from problems instead of confronting them and turns to avoidance as a means of handling conflict. Faking, as its name implies, means agreeing to the solution presented, although in reality, the opposite holds true. Folding is where an individual is made to agree to a solution by means of browbeating. However, none of the aforementioned method would yield satisfactory results in the long term. Even today, compromise and collaboration go a long way in resolving conflicts in an optimal manner, as both are win-win situations for the most part, after which, interested parties can work together to reach a common goal. Effective dialogue paves the way for conflict resolution. If the disagreements cannot be resolved by the two parties themselves, then a third party arbitrator or counselor might need to be consulted for best results. Skills Required for Conflict Resolution Communication skills, negotiation skills and the ability to see the whole picture are necessary skills in conflict management. Listening skills and the ability to find solutions that do not compromise any party's interest are also worth developing when handling conflict management. Steps in Conflict Management Identify the problem. Identify the limiting resource or constraint that is generally at the root cause of the conflict. Engage in participatory dialogue and find a range of solutions that will be acceptable to all the parties concerned. See which solutions clash with the organizational objectives and are not in keeping with the company's culture. Eliminate those that do not promote mutual understanding or acceptance. Choose the best solution that satisfy most people most of the time and implement this. …………………………………………. For More Video Tutorials Subscribe to us on: https://www.youtube.com/c/jeyaasok?sub_confirmation=1 Visit our website: http://www.techjobind.com Category: Education Tutorials in this video Learn more About: All Computer Courses. You can easily learn more knowledge with various platform of Programming Technologies with Tech JOB Ind. All age limited peoples can learn programming languages from beginner level to advanced level with professional manners. Listen ad-free with YouTube Premium Who We Are: TECHJOBIND is a specialized Web Design Company in Madurai that offers complete customized solutions to help your business create optimum exposure in the web world and make your brand succeed in its relative fields. Our website development company is expert of providing high quality work and our skilled people's web designers, programmers and online internet marketing specialists will make your web presence more famous than ever before and assurance that your business churn a huge amount of revenues. We create meaningful brands through individuality, print and digital experiences for small entrepreneurs all over the world. We strategically help our clients visualize, identify and formulate opportunities to increase their business. We immerse ourselves in the mindset of our clients to gauge their needs and fulfil their expectations. To Provide Quality Websites at Reliable Cost Tech JOB India is a Madurai based Web designing company. We offer high quality & resourceful website that is suitable for small business to corporate business, personal and commercial sites. Among many competitors in the field of Web Design and Development services, TechJOBInd strives hard to surpass well in its mission. Most of our clients have been with us. We are very big-headed of being a customer's-oriented design company, and we look after all our business relations with great care and concentration. If you want your business a new look or different from others, then we are the right choice for you. For more details please Visit us our website http://www.techjobind.com. Contact Details: Tech JOB India. E-mail us: [email protected] Phone: +91-94888 32210. -~-~~-~~~-~~-~- Please watch: "TJI 2 CompTIA A+ 2006 Objectives Course Structure " https://www.youtube.com/watch?v=T4MZ9S6sDGA -~-~~-~~~-~~-~-
Views: 211 TechJOBInd.
How to Manage Relationships? By Sandeep Maheshwari I Hindi
 
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Sandeep Maheshwari is a name among millions who struggled, failed and surged ahead in search of success, happiness and contentment. Just like any middle class guy, he too had a bunch of unclear dreams and a blurred vision of his goals in life. All he had was an undying learning attitude to hold on to. Rowing through ups and downs, it was time that taught him the true meaning of his life. To know more, log on to www.sandeepmaheshwari.com Connect with him at Facebook.com/SandeepMaheshwariPage Watch his inspirational videos at: Youtube.com/SandeepSeminars Youtube.com/SandeepMaheshwariSpirituality
3 Tips to Better Managing Conflict
 
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Conflict is a normal part of relationships; it’s how we handle the conflict that can cause problems. Naomi Brower, USU Extension's relationship expert, shares three tips to better manage conflict. Music: Italian Afternoon by Twin Musicom is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Artist: http:/wwwtwinmusicom.org/ Connect with USU Extension! Facebook - http://facebook.com/usuextension Twitter - http://twitter.com/usuextension Pinterest - http://pinterest.com/usuextension LinkedIn - http://linkedin.com/company/usuextension Google+ - http://google.com/+usuextension
5.  Concealed Carry:  Managing Conflict While Armed
 
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In too many news reports we see instances where otherwise law abiding citizens manage to get involved in shootings that were otherwise avoidable. Too many people see the pistol they're carrying as the solution to all of their problems or become "ego involved" in simple disputes. This presentation is about "managing conflict while armed". Frankly, this didn't come out as well as I hoped it would for such an important topic...I think I rushed through too many of the points. I'll add some comments below after some more reflection, and I look forward to the comments to help us all flesh out this important topic. Thanks, John PS-1st correction. I have since found a news report from the era....the guy that tried to car jack the veteran mentioned in the presentation was in fact, NOT armed, he just faked it. I suspect the outcome wouldn't have been much different. PPS-If you think this information is worthwhile, please consider hitting my tip jar! https://www.paypal.com/cgi-bin/webscr?cmd=_s-xclick&hosted_button_id=MBCQ8QW4LCKHJ&source=url
Views: 28376 FPFTraining
Anger management during marriage conflict
 
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Dr. Bryce Kaye describes a useful tool for preventing damage from marriage conflict
Views: 1414 Bryce Kaye
Organizational Change Management
 
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Organizational Change Management (OCM) is the investment by the leadership to drive the desired individuals and organizational performance levels during the change phase. It helps organizations to build clarity in vision, goals, roles and processes. OCM addresses the critical people-related issues arising as a result of different business decisions that lead to business challenges.
Views: 183261 Wiprovideos
Jordan Peterson on Workplace Performance, Politics & Faulty Myers-Briggs
 
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This clip is taken from Jordan Peterson's second final lecture on Personality which you can see here: https://www.youtube.com/watch?v=Q7GKmznaqsQ Also, please consider signing up for a free account at the Internet's best kept video posting and social media secret - www.spikednation.com
Views: 265242 tmcleanful
Marriage & Relationship Advice : Managing Conflict in Relationships
 
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Manage conflict in a relationship by getting to the root of a problem through marriage and family counseling. Avoid trying to tell a partner that their feelings are wrong in a conflict with advice from a family therapist in this free video on marriage and relationships. Expert: Patti German Contact: www.pattigermancounseling.com Bio: Patti German is a member of the American Association for Marriage and Family Therapy. She has certification in marriage and family therapy (MFT) and has worked with the Penn Council for Relationships. Filmmaker: Paul Muller
Views: 2097 expertvillage
How to Resolve Workplace Relationship Conflict and Incivility - CAOS Mediation
 
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This video introduces CAOS Conflict Management, a London UK based organisation that supports public sector, community and charitable organisations with the resolution of workplace conflict and communication breakdown including situations of incivility and allegations of workplace bullying. We offer Workplace Mediation: https://www.caos-conflict-management.co.uk/workplace-mediation.html Conflict Coaching: https://www.caos-conflict-management.co.uk/workplace-conflict-coaching.html Training for Managers in supporting staff in using Peer to Peer Resolution of workplace disputes, enabling them to deal with difficulties between staff appropriately and effectively: https://www.caos-conflict-management.co.uk/workplace-conflict.html We also provide training and consultancy for setting up 'in-house' mediation provision within your organisation: https://www.caos-conflict-management.co.uk/workplace-mediation-training.html Alan Sharland, Director of CAOS Conflict Management has written a book about Workplace Bullying - see the following link: https://www.amazon.co.uk/dp/1511941316 He has also written a book about Effective Communication for Conflict Resolution - see this link: https://www.amazon.co.uk/Guide-Effective-Communication-Conflict-Resolution/dp/1790335221
How To Have Tough Conversations
 
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Discover The 4 Emotions You Need To Make a Killer First Impression: http://bit.ly/2Frs8WX And for more on Dealing With Conflict, check out Charisma University: www.charismaoncommand.com/c-university _ _ _ _ _ **Hello! Adding this in because some people missed the video on How To Stop People From Talking Over You. This is Ben! I'm the guy in this video. I founded Charisma On Command with Charlie four years ago. You can catch a bit of my story towards the end of this video when I introduce myself. Charlie is still creating videos! He's going to release his next one on Monday. Hope that clears things up a bit :-) _ _ _ _ _ Have you ever had a tough conversation in front of you and not known exactly how to handle it? Maybe it was with your boyfriend or girlfriend, amongst friends or roommates, with your family, or at work. Difficult conversations are stressful because if you handle them poorly, it can do irreparable damage to your relationship or your career. And we never get taught how to do it correctly! So in this video I go over the principles you can apply to make almost any difficult conversation go well for you. You don’t need to use all of these in all situations. What I want to do is arm you with options so you can choose the right tool for whatever situation you're in. 00:36 3 things to consider BEFORE tough conversations and difficult conversations 00:42 Draw your line. Define what's acceptable and what's unacceptable. 02:20 Thinking things through as if you're the other person 03:38 Set the tone that YOU want the conversation to have 04:10 Things to consider DURING a tough conversation 04:30 State facts and feelings to prevent someone from being defensive 05:30 What to do when someone is making jokes at your expense that you don't like 06:48 Go on the record early so that a tough conversation isn't a surprise 08:11 Have mutual understanding and don't assume about what the other person is thinking 08:50 What to do when you're the one who made a mistake or how to receive feedback 12:05 How to handle emotionally charged conversations and have confidence 13:50 How to calm down a tough conversation that is getting heated 15:40 A more formal introduction! Subscribe to Charisma On Command’s YouTube Account: http://bit.ly/COC-Subscribe Connect With Us Further: Website: http://www.charismaoncommand.com Facebook: http://facebook.com/charismaoncommand Or if you want to see my personal stuff (my regular life + Charlie playing music): Instagram: @IamBenAltman and @CharlieHoupert
Views: 208079 Charisma on Command