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Women of Distinction

to specifically develop leadership as often long-term diverted honest “no make wrong” out that courage is required,
traits, practice being Account- attention from desired out- focus on self-responsibility while also emphasizing the
able, Awake, and Aware as a lead- comes and misalignment and humility. long-term benefits of direct
er, develop listening skills, and on team purpose. • Provide guiding questions communication and culture
execute a “Stake in the Ground” • Be open-eyed about the for each party’s preparation. building.
project within his/her company. notion that these issues Examine one’s role in the • Acknowledge to your team
The Success Accelerators will resolve themselves situation and seek reso- the strengthening effect
+ Action Multipliers® for (they usually won’t) lution rather than blame. of handling conflict, and
Time-Challenged Leaders are without the leader’s inter- A key unifying question your growth as a leader in
52 weekly Leadership Mindful- vention, emphasizing the is, “What do we all agree navigating and resolving
ness practice sessions, requiring leader’s responsibility to upon?” conflicts effectively. Be
between 15 and 30 minutes per take action. • Reiterate the need to park transparent about that.
session. Individual and/or group egos and refocus on the • Be committed to enforcing
coaching is included based on a 2. The Truths about Toxic team’s purpose and collec- the value of a self-respon-
needs assessment survey, which Situations tive goals. sible and collaborative
initiates the dialog about the • Remind team members to team, where each member
program’s value. • Human beings have a ten- seek the leader for help and actively contributes to the
dency to make ego-based arbitration in times of stress resolution of conflicts and
disconnects that become to prevent conflicts from collective success. (Con-
A Deep Dive into the the root cause of most escalating. sider that these traits could
Impacts of Personal interpersonal conflicts. be values of your organiza-
tion!)
Drama, an Example of • The dangers of escalating 4. Identifying True Team If you want to turn your busi-
Players and Emotional
conflicts increase when
Workplace Challenges individuals seek validation Maturity ness into a well-oiled machine,
from other team members, prevent issues before they occur,
Pamela often delves deeply which exacerbates tensions • Accept the possibility of or simply make your work envi-
into topics of great concern to within the team. someone threatening to ronment one where employees
managers who can see them- • Watch for the dynamics of quit as a result of a conflict. experience being a part of some-
selves in these situations, to the classic “drama triangle,” • Recognize such threats thing greater than themselves
awaken the desire for a better a cycle of victim, perse- as a revealing moment to and want to give their discre-
relationship with their team cutor, and rescuer, and its assess true team players tionary effort for YOU, their
that improves productivity and potential to complicate versus those who prioritize leader, schedule a conversation
performance and makes work matters and hinder team- personal agendas. with Pamela. Click on the link
more fun! Managers may be work. • Embrace the opportunity to below to access her booking
conflict averse, thus amplifying • Reluctance to report and/or fill any vacancies with in- calendar! https://pamela-stam-
by negligence the impact of in- address conflict is mani- dividuals who exhibit good baugh.youcanbook.me.
terpersonal drama that occurs festing these days as “Quiet EQ (emotional maturity)
in teams. Quitting” and “Great Dis- and embody collaboration
Here is an example of enfranchisement.” and teamwork.
personal drama, its impact, and • If tension is present but you
the lessons to be learned, as don’t know where it’s com-
follows: ing from, skip to the fifth 5. Transforming Conflict
topic here, Transforming into Opportunity
1. The Cost of Ignoring Conflict into Opportunity,
Personal Drama can be and take action. • View seemingly disastrous
High, so be Awake and situations as opportunities
Aware! 3. An Antidote for Per- to clarify purpose and fos-
sonal Drama ter team commitment.
• Recognize the adverse • “Culture eats strategy for
impact of power struggles • Practice the “sunshine rule” breakfast” is a famous quote
and “blame games” on your by gathering the entire from legendary man- Pamela Stambaugh, MBA
team’s productivity and team together in a room to agement consultant and President/CEO and Founder
performance. address the conflict. writer Peter Drucker. Ac- AccountabilityPays.com
• Acknowledge the culture • Encourage self-reflection knowledge the temporary office (619) 231-0195
killing consequences of and accountability among challenges of addressing mobile (619) 840-6308
unresolved conflicts, such team members, with an conflicts head-on by calling

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