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	<title>Resolving Conflict in Teams</title>
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	<link>http://principledriven.com/blog</link>
	<description>Proven Practices for Better Results</description>
	<pubDate>Sat, 29 Nov 2008 16:54:47 +0000</pubDate>
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			<item>
		<title>Slow Down to Speed Up</title>
		<link>http://principledriven.com/blog/2008/11/29/slow-down-to-speed-up/</link>
		<comments>http://principledriven.com/blog/2008/11/29/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[Team Work]]></category>

		<category><![CDATA[relationships]]></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/2008/11/29/slow-down-to-speed-up/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Four Things Leaders Can Do To Reduce Team Conflicts</title>
		<link>http://principledriven.com/blog/2008/11/20/four-things-leaders-can-do-to-reduce-team-conflicts/</link>
		<comments>http://principledriven.com/blog/2008/11/20/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/2008/11/20/four-things-leaders-can-do-to-reduce-team-conflicts/feed/</wfw:commentRss>
		</item>
		<item>
		<title>You Don&#8217;t Have To Say Everything That Enters Your Mind</title>
		<link>http://principledriven.com/blog/2008/11/14/you-dont-have-to-say-everything-that-enters-your-mind/</link>
		<comments>http://principledriven.com/blog/2008/11/14/you-dont-have-to-say-everything-that-enters-your-mind/#comments</comments>
		<pubDate>Sat, 15 Nov 2008 03:50:03 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Communication Skills]]></category>

		<category><![CDATA[Self-control]]></category>

		<category><![CDATA[featured]]></category>

		<category><![CDATA[personal responsibility]]></category>

		<category><![CDATA[relationships]]></category>

		<category><![CDATA[apology]]></category>

		<category><![CDATA[emotional control]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/11/14/you-dont-have-to-say-everything-that-enters-your-mind/</guid>
		<description><![CDATA[Or&#8230;How To Start A Conflict
     In my last post, I shared a victory I experienced by remembering a key point of conflict resolution. Just to keep things balanced, I think it&#8217;s only fair to share a point I remembered after I failed to follow good conflict resolution principles.
     This morning over breakfast, my wife mispronounced [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/11/14/you-dont-have-to-say-everything-that-enters-your-mind/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Be Careful What You Assume</title>
		<link>http://principledriven.com/blog/2008/11/12/be-careful-what-you-assume/</link>
		<comments>http://principledriven.com/blog/2008/11/12/be-careful-what-you-assume/#comments</comments>
		<pubDate>Wed, 12 Nov 2008 16:04:10 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Communication Skills]]></category>

		<category><![CDATA[Perception]]></category>

		<category><![CDATA[Team Work]]></category>

		<category><![CDATA[relationships]]></category>

		<category><![CDATA[assumptions]]></category>

		<category><![CDATA[intentions]]></category>

		<category><![CDATA[Leadership]]></category>

		<category><![CDATA[parenting]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/11/12/be-careful-what-you-assume/</guid>
		<description><![CDATA[      Once again, an interaction with one of my daughters taught me a conflict resolution lesson.
    I drive my kids to school on most mornings that I am not on the road. I like the uninterrupted time with them early in the day. It&#8217;s a great part of my day, and I have come to [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/11/12/be-careful-what-you-assume/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Learn to Disagree Without Being Disagreeable</title>
		<link>http://principledriven.com/blog/2008/11/10/learn-to-disagree-without-being-disagreeable/</link>
		<comments>http://principledriven.com/blog/2008/11/10/learn-to-disagree-without-being-disagreeable/#comments</comments>
		<pubDate>Tue, 11 Nov 2008 03:28:51 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Self-control]]></category>

		<category><![CDATA[Uncategorized]]></category>

		<category><![CDATA[personal responsibility]]></category>

		<category><![CDATA[relationships]]></category>

		<category><![CDATA[disagreement]]></category>

		<category><![CDATA[emotional control]]></category>

		<category><![CDATA[Mindset]]></category>

		<category><![CDATA[teams]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/11/10/learn-to-disagree-without-being-disagreeable/</guid>
		<description><![CDATA[     When we interact and work with other people, we will eventually disagree with each other. Sometimes, the disagreement will be over minor issues where we can easily ignore the disagreement. Sometimes, however, we will disagree quite strongly about an issue that is vitally important to both of us. It might be about what course [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/11/10/learn-to-disagree-without-being-disagreeable/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Righteous Without Being Self-righteous</title>
		<link>http://principledriven.com/blog/2008/11/06/righteous-without-being-self-righteous/</link>
		<comments>http://principledriven.com/blog/2008/11/06/righteous-without-being-self-righteous/#comments</comments>
		<pubDate>Fri, 07 Nov 2008 04:30:59 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Key Concepts]]></category>

		<category><![CDATA[Mindset]]></category>

		<category><![CDATA[abraham lincoln]]></category>

		<category><![CDATA[conflict resolution]]></category>

		<category><![CDATA[good example]]></category>

		<category><![CDATA[judgement]]></category>

		<category><![CDATA[morally right]]></category>

		<category><![CDATA[righteous behavior]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/11/06/righteous-without-being-self-righteous/</guid>
		<description><![CDATA[     The inspiration for this post comes from a book about Abraham Lincoln. Many years and probably more than 100 books later, I have long since forgotten which book gave me this thought. So, with apologies to the writer who penned words to this effect, let me share a lesson we can learn from the [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/11/06/righteous-without-being-self-righteous/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Free Review Copy of Culturally Sensitive Conflict Style Inventory</title>
		<link>http://principledriven.com/blog/2008/11/06/free-review-copy-of-culturally-sensitive-conflict-style-inventory/</link>
		<comments>http://principledriven.com/blog/2008/11/06/free-review-copy-of-culturally-sensitive-conflict-style-inventory/#comments</comments>
		<pubDate>Thu, 06 Nov 2008 16:30:33 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Assessments]]></category>

		<category><![CDATA[Other resources]]></category>

		<category><![CDATA[conflict resolution]]></category>

		<category><![CDATA[conflict style assessment]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/11/06/free-review-copy-of-culturally-sensitive-conflict-style-inventory/</guid>
		<description><![CDATA[     I received this notification while I was on the road, and I just got the chance to check it out. This looks like a pretty good resource. If you have feedback for me on how you use it, that would be great as well.
     Riverhouse ePress is releasing free, PDF-file review copies of its [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/11/06/free-review-copy-of-culturally-sensitive-conflict-style-inventory/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Follow-up to a Previous Commitment</title>
		<link>http://principledriven.com/blog/2008/11/03/follow-up-to-a-previous-commitment/</link>
		<comments>http://principledriven.com/blog/2008/11/03/follow-up-to-a-previous-commitment/#comments</comments>
		<pubDate>Mon, 03 Nov 2008 16:34:31 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Communication Skills]]></category>

		<category><![CDATA[Self-control]]></category>

		<category><![CDATA[personal responsibility]]></category>

		<category><![CDATA[relationships]]></category>

		<category><![CDATA[commitment]]></category>

		<category><![CDATA[conflict resolution]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/11/03/follow-up-to-a-previous-commitment/</guid>
		<description><![CDATA[     Previously, I posted an entry about a challenge for Conflict Resolution Day.  This post is a follow-up on my progress towards applying this commitment: 
I think I’ll commit for at least one week to ask other people’s perspective more and to state mine less.
     For several years, I have attempted to live up to this commitment. [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/11/03/follow-up-to-a-previous-commitment/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Book Recommendation: Negotiation Genius</title>
		<link>http://principledriven.com/blog/2008/10/28/book-recommendation-negotiation-genius/</link>
		<comments>http://principledriven.com/blog/2008/10/28/book-recommendation-negotiation-genius/#comments</comments>
		<pubDate>Wed, 29 Oct 2008 02:06:44 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Book Recommendation]]></category>

		<category><![CDATA[Negotiation Skills]]></category>

		<category><![CDATA[Communication Skills]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/10/28/book-recommendation-negotiation-genius/</guid>
		<description><![CDATA[     So far, I have read about 75% of this book, and I have found it packed full of great concepts. It&#8217;s practical. It&#8217;s backed by good research. It&#8217;s easy to read.
    
Negotiation Genius
     I normally see negotiation and conflict resolution treated as different disciplines. In my personal experience, I often find that negotiation skills enter strongly [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/10/28/book-recommendation-negotiation-genius/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Give a SOLID Response</title>
		<link>http://principledriven.com/blog/2008/10/27/give-a-solid-response/</link>
		<comments>http://principledriven.com/blog/2008/10/27/give-a-solid-response/#comments</comments>
		<pubDate>Tue, 28 Oct 2008 01:12:48 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
		
		<category><![CDATA[Communication Skills]]></category>

		<category><![CDATA[Conflict Resolution]]></category>

		<category><![CDATA[Self-control]]></category>

		<category><![CDATA[personal responsibility]]></category>

		<category><![CDATA[relationships]]></category>

		<category><![CDATA[conflict resolution]]></category>

		<category><![CDATA[relationship]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/10/27/give-a-solid-response/</guid>
		<description><![CDATA[     This is a modification of a previous post:
     Stop Observe Listen and Deliver
     Thanks to my friend Jim Carty for giving me the feedback to improve my acronymn for maintaining self-control in conflict situations. Here&#8217;s my original acronymmn based on the word SOLD.
Stop – Stop everything. Do not say or do anything. Resist the [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/2008/10/27/give-a-solid-response/feed/</wfw:commentRss>
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