Hey guys, today we're going to talk about a topic that comes up sooner or later in almost every office or team: conflict management. sounds pretty dry at first, doesn't it? But let me tell you something, it's super important! Imagine you're in a band and everyone wants to play a different song. If you don't have a good plan for how you're going to solve this, you won't get the next hit single. It's the same in the working world. Conflicts are normal, they just happen when people work together. But the trick is to manage them so that everyone is reasonably happy in the end and the work doesn't suffer. That's why we're chatting here about the different types of conflict in organizations and why smart conflict management is the key to a relaxed and productive workplace. So, don't get hung up and learn how you can use the right strategies and a bit of psychological know-how to smooth the waves before they even grow to tsunami size. Curious now? Then stay tuned, because there's a lot to discover!
Definition of conflict management
When we come together in an open-plan office, in meetings or during team outings, conflicts are almost inevitable. But don't panic, because with smart conflict management, we can get a handle on it. The important thing is not to avoid conflicts, but to handle them correctly. Just like a clever soccer coach who adjusts his tactics during the game, we need strategies to help us master the conflicts in our working environment.
What is conflict management?
Conflict management is the art of managing tensions in the workplace so that they don't spread like wildfire and burn everything down. Put simply, it's about keeping things running smoothly without the mood turning sour. We use different methods to identify, analyze and ultimately resolve conflicts in such a way that all parties involved can at least live with the outcome - even if not everyone always gets their way.
Think of conflict management as a big box full of tools. Every conflict is different and there is a suitable tool for every problem. Sometimes a simple conversation is enough, sometimes an entire action plan is needed. It is important that the team can continue to work hand in hand after the conflict and does not remain divided. Those who continue to talk about Inform conflict management strategies can find tips and tricks for everyday working life in our article.
Types of conflicts in organizations
Different types of conflict lurk in every office. For example, there is the classic conflict of objectives, where two colleagues simply don't have the same end goal in mind. Then we have the relationship conflict, which is based on personal animosities or misunderstandings - you know, when Egon from accounting keeps stealing Helmut's lunch.
Furthermore, we must not forget the distribution conflict. This is where people fight over resources such as budgets, office supplies or the coveted window seat. And of course there is also the information conflict, where there is a lack of communication - in other words, the left hand doesn't know what the right hand is doing.
Each of these conflicts needs its own approach and it is important that we learn to distinguish between them. It helps us to quickly recognize the causes and respond effectively. In order to manage conflicts better, managers and employees could, for example, take a look at the Throwing methods of solution-focused counselingwhich often prove their worth in heated situations.
Clearly, conflict in a team can be challenging, but with the right conflict management, it can be transformed into creative energy and ultimately positive outcomes. The ability to navigate conflict in a meaningful way can ultimately strengthen the sense of togetherness within the team and contribute to a more resilient corporate culture. Because let's face it, a little friction here and there is the best way to get the sparks flying. So let's get on with it!
The role of conflict management in teams
Hey everyone, today we're delving deeper into the world of conflict management and taking a look at the role it actually plays in teams. Because let's be honest, without a good dose of conflict management, everyday office life would go haywire. Everyone would be pulling in the same direction, there would be conflict at every turn - total collapse would be inevitable. So, let's take a look at how clever conflict management not only keeps the peace, but also strengthens the team structure.
Promotion of a healthy working environment
Stress, pressure, conflicts - all of these can quickly affect your mood. This is where good conflict management comes into play and ensures a working atmosphere in which everyone feels comfortable. It's like healthy soil when planting: If the soil is rich in nutrients and well cared for, the plant will thrive. And it's the same with teams. With healthy conflict management, we ensure that all team members can flourish. This means that we don't just intervene when the tree has almost toppled over, but we take care of the roots of our collaboration. We create an environment in which communication is open and respectful and everyone can voice their concerns without immediately reaping a shitstorm. More about how to Promotes self-confidence in the teamcan be found on our knowledge page.
Increase in team productivity
Okay, time for hard facts: Conflicts cost money, and not too little. Studies show that conflict-ridden teams simply don't have the power they need for top performance. However, if conflicts are managed cleverly, this can lead to a real productivity boost. Like a turbo that is ignited and whips the team forward.
Disputes that are detected early and resolved skillfully free up energy that would otherwise be burned up in endless discussions. You have to imagine it like this: Every unresolved conflict is like chewing gum under your shoe - you move forward, sure, but it pulls and tugs and slows you down. Clever conflict management clears the path so that the team can get started without any ballast. It turns potential disagreements into constructive discussions and thus boosts productivity.
Teams that are able to manage conflicts effectively can react quickly and remain productive, even when things get heated. In the article of the TechMinds GmbH on team conflicts you'll find cool insights and strategies that will show you how to keep your team happy and get productivity up to speed.
Long story short: conflict management plays a crucial role in teams. Approached correctly, it ensures healthy cooperation and pushes the performance of the entire team. This turns a potential crisis into an opportunity to weld the team even closer together and take it to the next level. So, let's roll up our sleeves and take the helm, teammates!
Psychological aspects of conflict management
Hey friends, we've already checked out what conflicts there are and how important good management of these squabbles is for our team. But do you know what makes the whole thing even more exciting? The psychology behind it! Yes, that's the really juicy stuff! If we know what's going on in our heads while we're bickering, then we can manage things much better. So, buckle up, let's take a closer look at our gray matter!
Emotional intelligence and conflict resolution
Here's the kicker, folks: emotional intelligence is so crucial in conflict management. Because let's be honest, when we're in the heat of the moment, who thinks clearly? But that's exactly the point. If we can understand and manage our own emotions and those of others, then we've hit the jackpot.
Imagine you could stay cool in the middle of a conflict and help the others not to lose control. A dream, isn't it? But it's not magic, it takes practice and the right attitude. If you want to know more about how you can develop this superpower, take a look at the Specialist portal for military medicine & military pharmacy inside. There you will find hot information on the topic of emotional intelligence and how it can help you keep a cool head in conflicts.
Stress management and conflicts
Now it gets even more interesting: Conflicts can cause stress, of course. But conversely, stress can also be the cause of conflict. Crazy, isn't it? Imagine you're totally under pressure, everything comes at you at once and bang - the smallest problem makes you go crazy. And then everyone stands there and looks funny. Embarrassing!
To prevent this from happening, we need strategies for coping with stress. If we learn to keep our heads up even in stressful times, we can deal with conflicts much more confidently. How can we do this? Well, you could try out a few breathing techniques or practise mindfulness, for example. And, of course, there's also lots of cool stuff to read about this, such as some clever Tips for reducing stressthat we at Karrierehelden have put together for you. Try it out and you'll see how it affects your ability to deal with conflict!
Dear ones, conflicts are not just energy-sapping wars that we have to fight. They are also reflections of our psychological landscape. If we understand our emotional reactions, if we master the art of coping with stress and if we start to read interpersonal dynamics like an open book, then we can turn conflicts into something that grows us - personally and as a team. Emotionally charged disputes can become a stage for empathy, self-control and mutual understanding. This not only brings calm to everyday office life, but also progress on our personal development scale. So, don't just be tough - be smart too and use psychology as your secret conflict management trick!
Conflict management strategies
One thing's for sure, folks: just arguing about it won't get us anywhere. We need a good plan! This is where conflict management strategies come into play. They're like the Swiss army knife in your toolbox - the right tool for every situation. Let's dig a little deeper and take a look at different strategies that will help you handle conflicts like a pro.
Okay, first take a deep breath: not every conflict has to be resolved. Sometimes it's smarter to hold back and wait and see how things develop. The avoidance strategy works great if the dispute is simply too small to get upset about or if we have no chance of winning anyway.
That might sound a bit like cowardice, but hey, you don't always have to be the hero. A tactical retreat can sometimes keep the peace and save us and our colleagues a lot of stress. But watch out! If you overuse this strategy, it could come across as avoiding problems. So, don't reach into your bag of tricks too often!
This is where it gets serious. The confrontation strategy is all about taking the bull by the horns. It's a bit like a boss fight in a video game: We face the conflict head on and look for a clear solution. The challenge here is to remain objective and keep the emotions under control.
However, confrontation does not mean that we face each other like in a boxing match. Rather, it means that we actively communicate and try to create win-win situations. Curious to see what this looks like in action? Then take a look at the Practical examples and tipsthat show how confrontation can be constructive.
Okay, the classic: give and take. The compromise strategy is the bread and butter of conflict management. Both sides back down a little from their maximum demands and find a middle solution that everyone can live with.
Sometimes it does feel a bit like a no-win situation, because nobody gets their thing done at 100%. But in many cases, this is exactly the right strategy to get out of a dead end and move forward again. The trick is to recognize when it's time for a compromise. If you want to learn more about this, can find out more here.
Don't forget, girls and boys, at the end of the day these strategies are only as good as we are. It takes practice, empathy and, above all, the will to work together to find a solution. Want to take your conflict management game to the next level? Well then, let's go, friends - let's tackle it and navigate the stormy waters of conflict with brains and heart!
The importance of communication in conflict management
Hey, guys, do you know what is grossly underestimated in a conflict? Communication! Without a clear line of communication, even the smallest misunderstandings could turn into conflict-filled battles. Really, well-oiled communication can be the key to getting out of a pickle before it even really sticks. So, let's dive into the world of words and check out how clean communication can work wonders in conflict management.
Effective communication techniques
Remember, friends, conflict management is not magic. It often helps to master a few basic communication techniques. The right words at the right time can cool down heated tempers. These include active listening, speaking in first-person messages and the ability to give feedback without offending the other person.
Instead of "You always do everything wrong!", you could say, for example, "I've noticed that this problem occurs more often. Let's think together about how we can get to grips with it." Sounds much nicer, doesn't it? When you communicate like this, the other person doesn't feel attacked and is much more willing to help find a solution. If you want to learn a few more tricks, you can take a look at the best communication methods for effective conflict management.
Misunderstandings and how to avoid them
I tell you, misunderstandings are like minefields in the office - you never know when it's going to go off. But don't worry, these traps can usually be avoided with a few simple precautions. Make sure you don't just talk, but are also understood. Clarify terms and ask if everything is clear.
It is no less important to read between the lines. Non-verbal signals such as body language and facial expressions often tell us more than a thousand words. And if you have the feeling that something is up, speak up. Quick clarification can prevent the worst from happening. Take a look at our insights to understand the importance of of nonverbal communication and thus arm yourselves against misunderstandings.
So, dear squabblers, before you go into battle, think twice about sharpening your weapons - in this case, your words. Skillful communication turns enemies back into friends and can keep your team together, even when things get heated. Let's not underestimate the tool of communication. It's powerful and can help you win the war without firing a single shot. So, hit the keys, talk to each other and avoid the misunderstanding minefield. Then you'll be well on your way to mastering conflicts and being a real peacekeeper in your office jungle!
All right, folks, let's get a little more theoretical. We're going to look at conflict management models. Sounds as exciting as reading a phone book at first, but I promise you, this stuff has it all. Because if we understand the big players among the models, we can get an even better grip on our conflicts. So without further ado, let's take a closer look at the best-known models.
The Thomas-Kilmann model
Do you already know the Thomas Kilmann model? Then it's high time you did! This model categorizes conflict resolution styles based on two dimensions: Assertiveness and cooperativeness. So there are five possible styles of how you can approach your conflict: avoiding, giving in, asserting, compromising and cooperating. Depending on what type of person you are, you can react and act according to these models.
Let's say you're more the peace-loving type and bar fights aren't your thing. Then you might be able to identify with the "give in" style. On the other hand, if you don't let people take the butter off your bread so easily, perhaps "asserting yourself" is more your thing. The important thing is to try out different strategies and see what works best for you and your situation. If you want to delve deeper into the model, check out the Explanations of the Thomas-Kilmann model out - you'll be the wiser.
The Harvard concept
And then there's the famous Harvard concept. This is practically the Champions League of conflict management. Why? Because it's not just about conflict resolution itself, but also about how to get the best result for everyone involved. The whole thing is based on four basic principles: Treat people and problems separately, focus on interests rather than positions, develop mutually beneficial options and measure the outcome using neutral criteria.
Imagine you are at a bazaar and want to buy a carpet. You could negotiate hard and try everything you can to get the price down - that would be the position. Or you find out that the dealer urgently needs space for new goods and you could promptly offer a solution that benefits both of you - that would be the interests. The Harvard concept shows you how you can create such win-win situations. For anyone who would like to find out more about how you can elegantly resolve a conflict without anyone losing out, I recommend taking a look at the Deepening the Harvard concept. Well worth a visit!
So, my dear conflict managers, as you can see, there is no one way to resolve conflicts. There are many paths and which one you take can be crucial to how you come out of the battle. Be smart, choose the model that fits your situation and use it wisely. And the next time you're involved in an office dispute, remember: you're now equipped with the know-how you need to handle things smoothly. Let's go, time to rock conflicts!
The impact of conflict management on corporate culture
Hey guys, we've talked about how to nip conflict in the bud and what smart strategies there are for dealing with it. But did you know that conflict management can do much more than just make peace? Yes, you read that right: It can shape the entire culture of a company. Like a gardener who nurtures and cares for plants so that they bloom magnificently, skillful conflict management can ensure a corporate culture in which everyone can flourish.
Influence on employee satisfaction
Who wants to work when the mood is down? Exactly, nobody. Happy employees are the basis for a strong corporate culture. With good conflict management, everyone in the team feels taken seriously and valued. It ensures that no one sulks in silence with their frustration, but that problems are addressed directly and resolved.
Companies that value open and clear communication and are prepared to deal with conflicts not only ensure a better working atmosphere, but also greater employee loyalty. When people know that their opinions count and that conflicts are dealt with fairly, they are happy to go to work. About the Interplay between corporate success and working atmosphere is an exciting read - perfect for anyone interested in this important aspect.
Contribution to corporate identity
Let's be honest: a company is like a large organism, and as everyone knows, it works better when all cells - i.e. employees - are healthy and happy. Have you ever thought about what conflict management has to do with your brand? Then it's about time!
A company that exemplifies a respectful and appreciative approach to conflict also radiates this to the outside world. This becomes part of the corporate identity. Customers, business partners and new talent see this and think: "Wow, I want to buy there, I want to work with them or I want to go there!" A strong corporate culture also becomes a calling card on the market. And if that's not a reason to invest in good conflict management, I don't know what is!
As you can see, conflict management is not just a tool for damage limitation, but a real game changer for your corporate culture. It ensures satisfied employees who enjoy being part of the company and shapes the image that others have of your company. So, take the helm and steer your company barge into calmer waters with a clever conflict strategy. Your crew and passengers will thank you for it!
You know what, friends? Conflicts in the office are like the salt in the soup - a little adds spice, but too much spoils all the fun. So dose wisely, stay on course and don't let storms throw you off course. With the right conflict management, you have the perfect spice for a healthy and strong corporate culture - a culture that you will not only enjoy today, but also tomorrow.
Well, what do you say? Are you ready to open the next chapter in the saga of your working world? Of course you are, so roll up your sleeves, manage conflicts smartly and show that your company is not just about work, but about a culture that is close to everyone's heart. Let's show the world how it's done - with cohesion, respect and a pinch of clever conflict management!
Hey everyone, now it's getting really exciting, because we're talking about conflict management from the bosses' perspective. Anyone who has ever been in a management position knows that with power comes responsibility. This also means knowing how to deal with conflicts and how to lead your crew through stormy times. Let's take a closer look at what this means for the Capitanos and Capitanas.
The responsibility of managers
As a manager, you are in a unique position because you set the tone for the entire team. You are not only responsible for keeping the day-to-day business running, but also for how conflicts are handled in your squad. This can range from minor misunderstandings to major disagreements that, if left unchecked, can cause real problems.
Your task is to create an environment in which disputes are dealt with openly and respectfully. Sounds like a challenge, doesn't it? It is! But it's also your chance to shine as a leader. A capable captain not only steers his ship through calm waters, but also stays on course when things get stormy. If you are able to deal with different Conflict resolution methods for managers you will be well equipped to maneuver your team through the conflict with confidence.
Development of leadership skills in dealing with conflicts
Well, skills don't just fall from the sky - they have to be developed and honed. In the case of conflict management, this means training yourself in the art of diplomacy, listening and mediation. You should learn to recognize conflict signals early on and plan interventions strategically and empathetically.
This can mean asserting yourself in difficult situations without appearing authoritarian, or looking in the mirror and reflecting on how your own behavior contributes to the conflict. You can't always be the shining hero who solves all problems. Sometimes you are also the referee who has to remain impartial and fair. If you would like to learn more, there are, for example Solutions and methods for managerswhich will give you further insights into the development of leadership skills.
In short, good conflict management in a leadership role is a balancing act of authority and empathy, of taking action and listening. It is an important part of your daily work and a key factor in keeping your team running like a well-oiled machine. Never forget, you are the role model - if you stay in control and act calmly, your team will follow suit.
Now it's up to you, dear managers, to roll up your sleeves and navigate your teams through the challenges in an exemplary manner. With a good mix of strategy and passion, you will become the conflict masters and champions that every management team needs. So, let's go, show that you not only have a firm grip on the rudder, but are also a true helmsman in the storm of every office drama!
Hey team leaders, you know that conflicts in the office are as certain as the Amen in church. But don't worry, there's something that will give your leadership the right edge: Training and further education for effective conflict management. So put on your learning shoes and let's go on an educational journey together that will show you how to keep the peace in the office and polish up your leadership skills!
Importance of training for employees
Guys, you know what really rocks? A team that knows how to deal with quarrels without the sparks flying. And that's exactly what training courses are for. They are the key to the treasure trove of wisdom in dealing with heated discussions and disputes. With the right training, your people will learn to see conflicts not as annoying disruptive fires, but as opportunities for further development.
And between you and me, who doesn't feel like a superhero or superheroine when they elegantly resolve a conflict and become an office hero? That's exactly what training can do. They equip your employees with the superpowers of communication, empathy and conflict resolution. Want to know more about how you can train yourself and your crew to become conflict resolvers? Then grab the info on the Seminars and further training in conflict managementThey are just waiting to be discovered by you.
Methods and techniques of conflict management training
Okay, here's the kicker: conflict management training courses are not dry PowerPoint battles, no, they are interactive, with role plays, group discussions and case studies. You don't just learn theories by heart, you really immerse yourself in the art of interpersonal negotiations and peace-making.
The techniques include, for example, active listening - sounds banal, but you'd be surprised how often this is neglected. Then there are the non-verbal communication tricks that show you how to use your body language skillfully to de-escalate instead of adding fuel to the fire. And last but not least, you'll learn how to deal with difficult characters without blowing your top.
There are also these awesome tools such as mediation or the Harvard concept, which show you how to resolve conflicts so that everyone wins in the end. Karrierehelden also has this topic on its radar and offers you in-depth Insights into how to conduct solution-oriented discussions in conflict management - So, check it out, folks!
So let's get started, always remember, learning is like rowing against the current. As soon as you stop, you drift back. So keep moving, keep learning and become the conflict whisperers that every company wants. Because with the right know-how and a little practice, you can take the wind out of the drama's sails and ensure that your team climate stays as fresh as the sea breeze!
Hey guys, we're all connected around the globe, and that means international flair in the office! But what happens when different cultures collide and everyone has their own ideas about how things should be done? Exactly, the potential for conflict increases. This is where international conflict management comes into play. So let's take a look at how we can deal with this to ensure our team works together smoothly around the world.
Cultural differences and their influence on conflicts
What is totally logical in one part of the world can cause complete head-scratching elsewhere. Cultural differences are a rich source of misunderstandings - and therefore also of conflicts. They range from different working styles and communication to values and expectations. Take punctuality, for example: in some cultures it is perfectly okay to arrive a quarter of an hour late for a meeting, while in others it is an absolute no-go.
International conflict management means recognizing that behind a conflict there is often simply a misunderstanding based on different cultural norms. It is about developing empathy and understanding that the same rules do not apply everywhere. To get a better understanding of this, you can, for example, look at the strategies for international conflict managementwhich offer some valuable insights.
Strategies for global teams
It gets hairy with global teams, because here we have to make sure that everyone is surfing the same wave, no matter where they are in the world. Intercultural competence is an important tool for this. This means that we not only accept, but also understand and respect the cultural characteristics of our colleagues from all over the world. It's about creating a common basis on which everyone feels valued and can work productively.
The most helpful strategies include establishing clear communication channels, setting universal standards and celebrating diversity within the team. This can mean organizing regular team meetings across different time zones or involving team members from different regions in decision-making processes. This not only strengthens team spirit, but also minimizes the potential for conflict. If you want to sharpen your leadership skills in this area, you should familiarize yourself with various Aspects of teamwork and its importance in an international context familiarize yourself with it.
Ultimately, international conflict management is a dance on the world stage, where it is important to know the steps of all the dancers and to understand the music that is played in the different corners of the world. It's not always easy, but when it's successful, the cooperation works almost by itself - and the ideas and results that emerge can be as colorful and diverse as the cultures themselves. So let's dare to do this dance together and show that the rhythm of diversity prevails in our company!
Conflict management and mediation
Do you know what's a real game changer in the world of conflict management? Mediation, people! It's the fine art of remaining neutral and moderating disputes in such a way that, in the end, everyone finds a compromise they can live with. Sounds like a superhero of diplomacy, doesn't it? So, let's take a closer look at how mediation works and why it's the absolute Champions League when it comes to conflict management.
The role of the mediator
So, let's imagine that two team members are irreconcilably opposed to each other, like two cliffs between which the sea of misunderstanding surges back and forth. This is where the mediator, the captain of the peace ship, comes into play. The trick is that the mediator is as neutral as Switzerland. No vested interests in play, only the welfare of both parties in mind.
The mediator's art is to listen, understand and help the disputants to develop their own solution. This is more than just passive listening - this is active work to cut the Gordian knot and pave the way for a solution where patience, not the blade, is the key tool. If you want to learn more about how to perfect this role, get inspiration from the Knowledge database from Perwisswhich is perfect for aspiring mediators.
The mediation process
Now it gets practical, because mediation is a process that takes place in various phases. It all starts with an initial meeting in which the mediator checks the situation and establishes initial ties with the parties to the conflict. Then things get concrete: the actual mediation begins, during which points of view are exchanged and discussed. Not like a boxing match, however, but with rules that ensure that everyone feels safe and heard.
In the course of this process, the mediator learns to look behind the façade of the conflict and helps the disputants to do the same. The goal? To explore the interests and needs that lie beneath the surface of the positions and then work together to find solutions that work for everyone. Like a conductor of an orchestra, the mediator must set the beat without determining the song. You can read about the whole process and the subtleties that make it successful here. Helpful information from Kompetenz Menschwhich will certainly help you.
Meditation may sometimes seem like walking a tightrope, especially when emotions are running high. But with the necessary skill and a good understanding of the process, it becomes a kind of magic wand that can transform even the most tangled conflicts into useful experiences. To the magic wands, dear mediators - it's time to turn conflict into harmony!
Don't forget, mediation is not just a technique for the big stages of life, it can also be used in our everyday lives, in the office and wherever people meet. It is the silent heroine in the world of conflict - unobtrusive but powerful. So let's embrace the power of mediation and use it to turn our workplaces into oases of peace where everyone has the opportunity to be heard and be a voice in the team choir.
Hey guys, now we come to a really important point: how do you actually measure the success of conflict management? We can do our best to resolve conflicts, but if we don't measure our success, we'll never know if we're really getting better. So, get ready for some crisp information on evaluation criteria and tools that will show you whether your conflict management really rocks!
Criteria for evaluating conflict management
Not all that glitters is gold, and not every apparent solution to a conflict is a good solution. To assess the true value of your conflict management, you need clear criteria. For example, the satisfaction of the team members after a conflict has been resolved. Is everyone just happy that things are calm or are they really happy with the outcome? Or look at the long-term effect: Does the peace remain, or does the old fire flare up again soon?
How good the working relationships are after the conflict has been resolved also plays a decisive role. Can everyone work together normally again or is the atmosphere still a little frosty? And remember, it's not just hard facts that count, but also soft factors such as the gut feeling you have when you think back to the conflict. If you want to delve deeper into the matter, take a look at the Research literature on success criteria for conflict management; there are some exciting insights.
Tools and methods for measuring success
If you want to measure the success of conflict management, you naturally need to work with the right tools. Surveys and feedback tools are real evergreens. Ask directly how satisfied everyone is with the outcome of the conflict and where there may still be a problem. The method of continuous monitoring is also interesting: keep your eyes open and observe how the mood in the team changes over time.
And what about the figures? The impact on sick days or staff turnover can also tell you a lot about the success of your conflict management. Because let's be honest: if you're constantly working in a minefield, you'll eventually give up or burn out. Last but not least, you can also focus on qualitative assessments, for example by introducing regular reflection meetings where you can talk openly about the conflict. More about helpful Methods for measuring success in conflict management can be found in specialized publications.
So that's it from me, friends of peaceful coexistence! Remember, conflict management is a matter of practice, and the more you practise, the better you will become. But don't forget to check from time to time whether you are really on the right track. This is the only way to ensure that you not only resolve the conflicts of today, but are also prepared for the challenges of tomorrow. So, stay alert, be smart and measure what you manage - then you will become true masters in the struggle for office peace!