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	<title>Resolving Conflict in Teams &#187; Listening</title>
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		<title>Acknowledge Emotions Before Solving Problems</title>
		<link>http://principledriven.com/blog/communication-skills/acknowledge-emotions-before-solving-problems/</link>
		<comments>http://principledriven.com/blog/communication-skills/acknowledge-emotions-before-solving-problems/#comments</comments>
		<pubDate>Mon, 05 Oct 2009 13:30:46 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Fear]]></category>
		<category><![CDATA[Human Nature]]></category>
		<category><![CDATA[Listening]]></category>
		<category><![CDATA[Negotiation Skills]]></category>
		<category><![CDATA[understanding]]></category>
		<category><![CDATA[working with people]]></category>
		<category><![CDATA[communication in conflict]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[emotions]]></category>
		<category><![CDATA[negotiation]]></category>
		<category><![CDATA[problem solving]]></category>
		<category><![CDATA[resolvong conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=747</guid>
		<description><![CDATA[This post has been moved to my new blog here. I have moved my blog to RecoveringEngineer.com. Here are excerpts from my two most recent posts. Please join me at my new blog. Subscribe to RSS headline updates from: Powered by FeedBurner]]></description>
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		<slash:comments>3</slash:comments>
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		<title>Stop Long Enough to Really Understand</title>
		<link>http://principledriven.com/blog/communication-skills/stop-long-enough-to-really-understand/</link>
		<comments>http://principledriven.com/blog/communication-skills/stop-long-enough-to-really-understand/#comments</comments>
		<pubDate>Mon, 21 Sep 2009 15:12:43 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Listening]]></category>
		<category><![CDATA[Perception]]></category>
		<category><![CDATA[active listening]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[listenin]]></category>
		<category><![CDATA[resolving conflict]]></category>
		<category><![CDATA[understanding]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=727</guid>
		<description><![CDATA[Recently, I participated in a meeting for an organization where I serve as one of the leaders. During the meeting, one person made a statement of opinion. Then another member countered with their opinion. Pretty soon, the two of them were engaged in a heated discussion. Both of them were arguing there positions relative to [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>How Does The Nature Of Your Relationship Affect Conflict Resolution?</title>
		<link>http://principledriven.com/blog/conflict-resolution-concepts/how-does-the-nature-of-your-relationship-affect-conflict-resolution/</link>
		<comments>http://principledriven.com/blog/conflict-resolution-concepts/how-does-the-nature-of-your-relationship-affect-conflict-resolution/#comments</comments>
		<pubDate>Mon, 17 Aug 2009 13:52:33 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Learning]]></category>
		<category><![CDATA[Listening]]></category>
		<category><![CDATA[communicaion]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[relationship]]></category>
		<category><![CDATA[resolving conflict]]></category>
		<category><![CDATA[understanding]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=680</guid>
		<description><![CDATA[This post is more of a question than a statement. I&#8217;m looking for input and feedback on this question: How does the nature of your relationship with another person affect the way you handle/view/approach resolving a conflict with them? Like many things in life, I have an opinion on this topic. I would just like [...]]]></description>
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		<slash:comments>6</slash:comments>
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		<title>Lessons in Conflict From The Apprentice</title>
		<link>http://principledriven.com/blog/communication-skills/lessons-in-conflict-from-the-apprentice/</link>
		<comments>http://principledriven.com/blog/communication-skills/lessons-in-conflict-from-the-apprentice/#comments</comments>
		<pubDate>Thu, 16 Jul 2009 15:49:02 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Human Nature]]></category>
		<category><![CDATA[Listening]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[Video]]></category>
		<category><![CDATA[working with people]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[people oriented people]]></category>
		<category><![CDATA[personality style]]></category>
		<category><![CDATA[resolving conflict]]></category>
		<category><![CDATA[task oriented people]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=572</guid>
		<description><![CDATA[I really enjoy looking for good examples of conflict escalation, poor communication, and personality style clashes. A few months ago, I saw this episode of The Apprentice, and I thought it perfectly illustrated a common people-oriented vs. task-oriented conflict scenario. It also shows how NOT to resolve a conflict. The interesting action for this post [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Use Intentional Silence To Understand Others</title>
		<link>http://principledriven.com/blog/mindset/self-control/use-intentional-silence-to-understand-others/</link>
		<comments>http://principledriven.com/blog/mindset/self-control/use-intentional-silence-to-understand-others/#comments</comments>
		<pubDate>Thu, 30 Apr 2009 18:52:17 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Habits]]></category>
		<category><![CDATA[Key Concepts]]></category>
		<category><![CDATA[Listening]]></category>
		<category><![CDATA[Self-control]]></category>
		<category><![CDATA[connecting]]></category>
		<category><![CDATA[Perception]]></category>
		<category><![CDATA[silence]]></category>
		<category><![CDATA[understanding]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=383</guid>
		<description><![CDATA[Several years ago, my friend, client, and colleague, Tom Butera called my office shortly after driving by a billboard with the following statement on it: Listen and silent have the same letters. This statement struck me that day and has stuck with me ever since. I have thought about the implications of this simple observation. [...]]]></description>
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		<slash:comments>0</slash:comments>
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