In our program, it seems the cause of many conflicts is the lack of people actually listening to each other. How can we change his?

Erik J. Van Slyke, author of Listening to Conflict: Finding Constructive Solutions to Workplace Disputes: “Don’t use arguing, high-pressure persuading, cajoling, sulking, bullying or foot stamping.

In the midst of disagreement, these tactics fall on deaf ears. Nobody listens. And listening is the key to finding constructive resolutions.”  Active listening involves body language, like leaning forward, nodding your head and summarizing what you’ve heard with statements like, “As I see it, you are saying…” When others see you take them seriously and do not interrupt, they are likely to budge from rock-hard positions. Good conflict management requires getting as much information as possible,” says Patrick Williams, Ph.D., psychologist and personal business trainer in Palm Coast, Florida.