<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Resolving Conflict in Teams &#187; Team Work</title>
	<atom:link href="http://principledriven.com/blog/category/team-work/feed/" rel="self" type="application/rss+xml" />
	<link>http://principledriven.com/blog</link>
	<description></description>
	<lastBuildDate>Thu, 26 Jan 2012 17:21:49 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.3.1</generator>
		<item>
		<title>Conflict Can Be Good</title>
		<link>http://principledriven.com/blog/mindset/self-control/conflict-can-be-good/</link>
		<comments>http://principledriven.com/blog/mindset/self-control/conflict-can-be-good/#comments</comments>
		<pubDate>Mon, 19 Oct 2009 23:44:58 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[relationships]]></category>
		<category><![CDATA[Self-control]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[working with people]]></category>
		<category><![CDATA[good conflict]]></category>
		<category><![CDATA[Mindset]]></category>
		<category><![CDATA[why conflict is good]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=755</guid>
		<description><![CDATA[This post is now 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>
		<wfw:commentRss>http://principledriven.com/blog/mindset/self-control/conflict-can-be-good/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Elementary School Conflict Resolution: What Adults Can Learn From Kids</title>
		<link>http://principledriven.com/blog/conflict-resolution-concepts/elementary-school-conflict-resolution-what-adults-can-learn-from-kids/</link>
		<comments>http://principledriven.com/blog/conflict-resolution-concepts/elementary-school-conflict-resolution-what-adults-can-learn-from-kids/#comments</comments>
		<pubDate>Mon, 31 Aug 2009 04:19:19 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Negotiation Skills]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[Video]]></category>
		<category><![CDATA[classroom conflict resolution]]></category>
		<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[learning from kids]]></category>
		<category><![CDATA[lessons from kids]]></category>
		<category><![CDATA[resolving conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=699</guid>
		<description><![CDATA[I found this video today as I was looking around the web for new ideas and learning resources. At the moment, I don&#8217;t have much to say to add to this teacher&#8217;s comments. I was really intrigued by her comment that young children are often better at finding creative solutions to conflicts than adults. This [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/conflict-resolution-concepts/elementary-school-conflict-resolution-what-adults-can-learn-from-kids/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<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>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/lessons-in-conflict-from-the-apprentice/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What Our Cats Taught Me About Working With People</title>
		<link>http://principledriven.com/blog/leadership/what-our-cats-taught-me-about-working-with-people/</link>
		<comments>http://principledriven.com/blog/leadership/what-our-cats-taught-me-about-working-with-people/#comments</comments>
		<pubDate>Mon, 15 Jun 2009 10:30:17 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[building relationships]]></category>
		<category><![CDATA[freedom]]></category>
		<category><![CDATA[meeting needs]]></category>
		<category><![CDATA[working with people]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=438</guid>
		<description><![CDATA[Redirected to http://businessrelationshiprx.com/2009/06/what-our-cats-taught-me-about-working-with-people/. 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>
		<wfw:commentRss>http://principledriven.com/blog/leadership/what-our-cats-taught-me-about-working-with-people/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Five Practical Steps You Can Take to Reduce Tension Between Co-workers</title>
		<link>http://principledriven.com/blog/communication-skills/five-practical-steps-you-can-take-to-reduce-tension-between-co-workers/</link>
		<comments>http://principledriven.com/blog/communication-skills/five-practical-steps-you-can-take-to-reduce-tension-between-co-workers/#comments</comments>
		<pubDate>Thu, 07 May 2009 13:30:05 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[improving communication skills]]></category>
		<category><![CDATA[reducing tension]]></category>
		<category><![CDATA[tension between coworkers]]></category>
		<category><![CDATA[working with difficult people]]></category>
		<category><![CDATA[workplace conflict resolution]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=397</guid>
		<description><![CDATA[Tension between co-workers is one of the more common sources of emotional “pressure” build-up for people. Left unaddressed for long enough, the pressure can build to the point of a blow-up.  Fortunately, you can do something about it before the tension becomes a major conflict. 1. Create opportunities for people to better understand and appreciate [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/five-practical-steps-you-can-take-to-reduce-tension-between-co-workers/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Monday Momentum Message &#8211; Three Tips for Heading Off Conflicts Before They Start</title>
		<link>http://principledriven.com/blog/communication-skills/monday-momentum-message-three-tips-for-heading-off-conflicts-before-they-start/</link>
		<comments>http://principledriven.com/blog/communication-skills/monday-momentum-message-three-tips-for-heading-off-conflicts-before-they-start/#comments</comments>
		<pubDate>Mon, 16 Mar 2009 14:31:39 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[expectations]]></category>
		<category><![CDATA[planning]]></category>
		<category><![CDATA[preventing conflict]]></category>
		<category><![CDATA[workplace conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=285</guid>
		<description><![CDATA[In many cases, workplace conflicts result from unmet expectations. You have one set of expectations. The people around you have a different set of expectations. No one has any malice or ill intention towards anyone else. They just expect a different set of behaviors, actions, and results. When expectations go unmet, emotions tend to rise. [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/monday-momentum-message-three-tips-for-heading-off-conflicts-before-they-start/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Could It Be Me?</title>
		<link>http://principledriven.com/blog/mindset/self-control/could-it-be-me/</link>
		<comments>http://principledriven.com/blog/mindset/self-control/could-it-be-me/#comments</comments>
		<pubDate>Wed, 11 Feb 2009 20:07:30 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Human Nature]]></category>
		<category><![CDATA[Personal responsibility]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Self-control]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[emotional intelligence]]></category>
		<category><![CDATA[Perception]]></category>
		<category><![CDATA[self-awareness]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=266</guid>
		<description><![CDATA[I have two colleagues. Both of them contribute something valuable to our personal and professional relationships. Both of them are good at what they do. Both of them have strong opinions. Both of them feel free to express their opinions. Both of them have direct and bottom-line communication styles. Both of them have a very [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/mindset/self-control/could-it-be-me/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Focus on Performance Issues</title>
		<link>http://principledriven.com/blog/communication-skills/focus-on-performance-issues/</link>
		<comments>http://principledriven.com/blog/communication-skills/focus-on-performance-issues/#comments</comments>
		<pubDate>Wed, 03 Dec 2008 05:05:59 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[managerial mediation]]></category>
		<category><![CDATA[mediation]]></category>
		<category><![CDATA[team building]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=112</guid>
		<description><![CDATA[     Many of the leaders that I work with express frustration with "attitudes" as they work to resolve workplace conflicts.

     Recently, a participant in a training class I was leading shared a story about a standing conflict between two people on her team. As she described the problem, she made frequent reference to the rudeness and aggressiveness of one of the parties.

More...]]></description>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/focus-on-performance-issues/feed/</wfw:commentRss>
		<slash:comments>6</slash:comments>
		</item>
		<item>
		<title>Slow Down to Speed Up</title>
		<link>http://principledriven.com/blog/communication-skills/slow-down-to-speed-up/</link>
		<comments>http://principledriven.com/blog/communication-skills/slow-down-to-speed-up/#comments</comments>
		<pubDate>Sat, 29 Nov 2008 16:39:56 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Key Concepts]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[communicatio skills]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[emotional control]]></category>
		<category><![CDATA[resolving conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=78</guid>
		<description><![CDATA[Slowing down your conflict communication can actually speed up the relationship. If you want to preserve your relationships, learn to slow down to speed up.]]></description>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/slow-down-to-speed-up/feed/</wfw:commentRss>
		<slash:comments>8</slash:comments>
		</item>
		<item>
		<title>Four Things Leaders Can Do To Reduce Team Conflicts</title>
		<link>http://principledriven.com/blog/leadership/four-things-leaders-can-do-to-reduce-team-conflicts/</link>
		<comments>http://principledriven.com/blog/leadership/four-things-leaders-can-do-to-reduce-team-conflicts/#comments</comments>
		<pubDate>Thu, 20 Nov 2008 17:10:45 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[conflict management]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[leadership development]]></category>
		<category><![CDATA[leadership skills]]></category>
		<category><![CDATA[resolving conflict]]></category>
		<category><![CDATA[team building]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=64</guid>
		<description><![CDATA[Studies of workplace behaviors reveal some startling statistics with regard to the impact that conflict has on business performance. One study indicates that two out of three employee performance problems can be traced to unresolved interpersonal conflicts. Another study estimates that the average manager spends something like forty percent of their time addressing workplace conflicts.Here are four specific things that leaders can do to reduce team conflicts...]]></description>
		<wfw:commentRss>http://principledriven.com/blog/leadership/four-things-leaders-can-do-to-reduce-team-conflicts/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
	</channel>
</rss>

