Listen to this episode of the Mission First People Always podcast to learn the importance of creating conflict competent workplaces. In this episode, Dr. Robyn Short shares insights into how we can harness conflict to optimize innovation, processes, and trusting relationships. Listen to this short teaser and then access the conversation wherever you listen to podcasts.
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REIMAGINE WORK
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Communication Skills (6)
Conflict Resolution (20)
Culture Development (5)
Diversity, Equity, Inclusion & Belonging (25)
Emerging Leaders (6)
Leadership Competencies (12)
Leadership Intelligences (8)
Elements of Dignity (1)
Basic Human Needs (2)
Restorative Justice in the Workplace Course Discussion: Congratulations on completing this course on restorative justice in the workplace. This was a rigorous course that likely challenged how you think about addressing harm in the workplace. Share if this course created a paradigm shift in your thinking about workplace harm, and list three key changes you will begin implemented in your professional work.
Conflict Dynamics Course Discussion: Please reflect on the following questions and share your responses:
As a leader, what roles do you find yourself playing in conflict?
Which roles do you prefer to stay in and why?
mkibby
Mar 24, 2025
In my organizational ombuds role I play facilitator, shuttle diplomacy, informal mediation, confidant, role model, and/or coach depending on the visitor/situation.
I prefer confidant (I have a lot of training in active listening), coach, role model, and shuttle diplomacy. I am still developing in the areas of facilitated conversations and informal mediation, as I started fairly recently in this role.
Conflict Dynamics Course Discussion: Please reflect on the following questions and share your responses:
In looking at the Wheel of Conflict, what sources of conflict are most common in your workplace?
Do you see any patterns when looking at the needs, which represent the center of the wheel?
mkibby
Mar 18, 2025
What I see most in Ombud’s role are emotions, communications, and history. We have a lot of contributions in the area of history. I also see power, culture, and personality. In terms of needs, psychological are common, along with autonomy, meaning, and community. When working with students, survival needs occur as well.
Conflict Dynamics Course Discussion: Watch the Emotions at Work Ted Talk.
Reflect on the following questions for discussion:
What is your personal reaction to this video? How comfortable are you with showing emotion in your workplace?
How can you apply the speaker’s recommendations in your workplace?
mkibby
Feb 27, 2025
I think one needs to be careful. Sharing one's vulnerability in "safe" situations helps others to have empathy/compassion. However, being too angry, aggressive, etc. can harm others and ones self at work. Sharing of emotions needs to be done respectfully so it doesn't become bullying, discrimination, harassment, etc.
I can share why something is making me upset (etc.) in a disagreement to help the other know "where I am coming from" and ask them to do the same to further our understanding of each other. When sharing emotion one still needs to be considerate of the other person.
Conflict Dynamics Course Discussion: Please reflect on the following questions and share your responses:
How are you seeing the different conflict styles show up in your organization?
What have you noticed to be the benefits and challenges in having different conflict styles?
What strategies have you found helpful in navigating the challenges in collaborating with different styles?
mkibby
Feb 05, 2025
I see them manifest in conflict between faculty, faculty and their directors, and faculty and their students. I think these differences contribute to a lot of misunderstandings and faulty attributions.
Challenges - they contribute to misunderstandings and faulty attributions. Benefits - can develop a broadened perspective, see new points of view, and get more things done (with someone conscientious). It would be great for brainstorming if people worked together rather than vs. each other.
take a deep breath, strive to remember they have their own "things going on also". This area is a work-in-progress. I am looking forward to learning strategies here. Having resources in this area would be helpful. Is there a reference list?
Conflict Dynamics Course Discussion: Please reflect on the following questions and share your responses:
What types of workplace conflict do you experience the most in your organization?
What are the trickle down effects that are you noticing at the individual, team and organizational levels?
mkibby
Jan 27, 2025
The types I see depend on my role (I have a split position). In my ombuds role I see all of them. In my faculty role I see more interpersonal and intragroup. Effects include hostility, discrimination, despair/depression, anxiety, intrapersonal conflicts related to one or more of the other kinds of conflicts, department changes (leave dept. for another), and resignations
Conflict Dynamics Course Discussion: Please reflect on the following questions and share your reflections:
What do you feel are the most important competencies that a leader should possess as it relates to managing conflict?
What strategies have you found the most effective at managing conflict as a leader?
mkibby
Jan 24, 2025
In terms of competencies, staying calm and grounded, not joining others' conflict (staying multi-partial rather than siding with one party), learning about contributing factors (intrapersonal as well as interpersonal), timing in when to address it as stated below, some background in mental health or training in conflict resolution and informal mediation, good communication skills
In terms of strategies, as an ombuds I use shuttle diplomacy and facilitated conversations/informal mediation. I use reflection and reframing when meeting with folks individually.
The Brain in Conflict & Collaboration Course Discussion: Now that you have completed all six modules, what are your current leadership goals for how you will be applying this material and knowledge? How will you achieve these goals and how can your community of practice support you?
The Brain in Conflict & Collaboration Course Discussion: What does leading with compassion mean to you? What are strategies that you have used to demonstrate compassion in the workplace?
hmolsbee
Oct 30, 2023
For me the two biggest things are: active listening and never asking them to do something I wouldn't expect of myself. That doesn't mean I put my expectations onto them, but if I'm not willing to step in and do it alongside them, then why would they do it?
The Brain in Conflict & Collaboration Course Discussion: How have you noticed Us vs. Them dynamics play out in your workplace? What constructive and destructive outcomes are you noticing, and what are some techniques that you have found helpful to foster a “We” identity?
hmolsbee
Oct 30, 2023
I have actually seen it work AND seen it cause conflict. When it's been problematic, once of the go to ideas is to reconnect everyone and re-engage our "why". As a non-profit our focus, our mission, is on others, and having everyone reignite their reason for being a part of the agency really helps to rejuvenate that togetherness.
The Brain in Conflict & Collaboration Course Discussion: Please watch Predictably Irrational by Daniel Ariely and answer the questions below.
Coupled with your learnings around cognitive bias and decision making in your module, what insights did you gain from this video and the concepts?
How can you apply these insights to improve any aspect/s of your work?
hmolsbee
Oct 30, 2023
Clearly understanding the motivation for peers/employees is connected with the framing effect. How you motivate others needs to be framed correctly to help them feel successful, accomplished, and willing to do more. But to best understand their motivation, we need to be mindful of the other means of bias to avoid misunderstanding their motivation. Like the section where those who worked harder assumed others would appreciate it as they did--that's confirmation bias. We need to acknowledge and remember that our excitement doesn't always equal another person's. Our motivation doesn't always equal someone else's.
The Brain in Conflict & Collaboration Course Discussion: What are some common workplace triggers that you notice in your work environment, both for yourself, and in others? What are some useful strategies that you have found to both avoid and manage these triggers?
hmolsbee
Oct 24, 2023
The scary part of reading that list is realizing that I've experienced all of them over the course of the past year. Some of them repeatedly. A common one I hear from others is not being hear, but I think part of that is not having a clear understanding of "being heard" looks like for everyone.
The Brain in Conflict & Collaboration Course Discussion: I would like to work on the following three actionable goals, as a leader, as they relate to what I am/will be learning, about the brain in conflict and connection. Feel free to let the community know how they might be able to support you in this practice.
mlecoq
Apr 04, 2023
I just want us to have the right conversation with the right people at the right time.
Restorative Justice in the Workplace Course Discussion: Conflict is a normal aspect of the human experience. Understanding how to navigate conflict peacefully and productively is not something that comes naturally to many of us. In the Ted Talk, “Conflict – Use It, Don’t Defuse It,” CrisMarie Campbell and Susan Clarke share how conflict is an energy source. Share your perspectives on how restorative practices in the workplace, especially dialogue circles, can shift conflict to an energy source your team can harness to produce innovative, creative, and transformational results.
Robinson Copland
May 14, 2025
All this to say it's a matter of closing your mouth and opening your mind for other possibilities. Listen with curiosity.
Restorative Justice in the Workplace Course Discussion: Moral injury is a term used to describe the distress we feel when our behavior fails to live up to our moral standards. At some point, most of us will experience moral injury because as humans we will very likely do unintentional harm in our workplaces. We will be “unintentional perpetrators.” In this Ted Talk social psychologist Maryann Jacobi Gray talks about why it hurts to hurt someone. Share your perspectives on why resolving moral injuries in the workplace are critical to creating a healthy and thriving workplace.
Robinson Copland
Apr 29, 2025
Everything has consequences. This was a great reminder that regardless of intentions, regardless of the severity, the impact has a rippling and potentially, long-lasting effect. In the workplace, this can also have long-lasting effects and can severely impact the culture within the company.
Restorative Justice in the Workplace Course Discussion: “I’m sorry” just isn’t enough. In this Ted Talk, “Getting the Last Word with Apology,” psychologist and organizational consult Jennifer Thomas shares why apologies feel risky and why they are worth the risk. Listen to this talk and share your perspective on why getting the last word with an apology in the workplace is necessary to restore healthy relationships that allow people to thrive.
Robinson Copland
Apr 24, 2025
A must watch for those that believe the words, "I'm sorry" are enough. You can try to put yourself in the other person's situation, however, there's that little bit of you that wants to continue with the thought of I'm right. This was a great deep dive into the how to be vulnerable, honest and authentic.
Restorative Justice in the Workplace Course Discussion: The person most impacted by a transgression is often the person whose needs are least honored in a “justice” process. In this Ted Talk, Katy Hutchinson shares two stories where harm was done — one small and one significant. She shares the idea of taking a “time in.” Share your thoughts about what a “time in” might look like when harm is done in the workplace. How can we use the questions — What happened? Who was affected? How can it be made right? as guideposts for workplace conflict.
Robinson Copland
Apr 09, 2025
Societal expectations on crime and punishment have been engrained from youth. Removing the expectation that a separate group who are not stakeholders (a jury for example) are equipped to determine what is best for society along with those affected is a large shift in the paradigm. Knowing this indoctrination starts at youth, this is the perfect place to shift to a different understanding.
What Ms. Hutchinson did took moral strength and courage. We believe we have this within ourselves, but until we're put into a situation where it needs to be exhibited, we'll never know for sure.
Restorative Justice in the Workplace Course Discussion: Read the article, “Restorative Justice Practices of Native American, First Nation and Other Indigenous People of North America: Part One” by Laura Mirsky, and share your thoughts about the role of dignity in peace-building processes.
choarde
Oct 21, 2025
This confirms the importance of how cultural considerations are imperative in conflict resolution.
Restorative Justice in the Workplace Course Discussion: We would like to believe that all our coworkers are acting from a core set of shared moral behaviors. The reality is that we do not all have the same moral foundation. Watch the Ted Talk “The Neuroscience of Restorative Justice” by Dan Reisel, and share your thoughts about how restorative practices implemented in the workplace may change the brains (and behaviors) of some of our more difficult colleagues (the interplay of nature and nurture).
amy.safranek
Jan 02, 2025
I loved this video. I found it both practical and hopeful. Knowing that our brains can change, even in adulthood, is such powerful knowledge. How might we do things differently in our society if we designed our systems and processes with that at the center? I particularly appreciated Dan Reisel's point that to encourage changes in the brain, we need environments and contexts that support well-being and where everyone's needs are met.
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3 Dec Thu | 'Conflict Intelligence: A Critical Competency for Today’s Leaders'
1 Oct Thu | 'Power-Conscious Conflict Engagement: Leading with Integrity and Courage'
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Thank you so much for this course! I learned a lot about how I can implement this into the workplace and not just the classroom. I love the idea of organizational circles, I will be putting these into place during work meetings. Another change I will be making is to truly assess restorativeness, practicing reframing, and I would like to make a check list for myself that involves making sure my enviornment is safe for restorative conversations. I never really thought about the details such as clothing and who speaks first.