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	<title>That Leadership Blog &#187; conflict resolution</title>
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	<link>http://www.thatleadershipblog.com</link>
	<description>All About Leading Teams</description>
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		<title>Remember to Respond Rather Than React</title>
		<link>http://www.thatleadershipblog.com/2008/11/20/remember-to-respond-rather-than-react/</link>
		<comments>http://www.thatleadershipblog.com/2008/11/20/remember-to-respond-rather-than-react/#comments</comments>
		<pubDate>Thu, 20 Nov 2008 19:48:45 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Conflict Skills]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[family conflict]]></category>
		<category><![CDATA[workplace conflict]]></category>

		<guid isPermaLink="false">http://www.thatleadershipblog.com/?p=254</guid>
		<description><![CDATA[The most frequent question I receive with regard to conflict resolution is this: “How do you remember the better ways to resolve conflict when you get caught off-guard and you find yourself in a situation that you did not anticipate?” <a href="http://www.thatleadershipblog.com/2008/11/20/remember-to-respond-rather-than-react/"> <b>Read more...</b>]]></description>
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		<slash:comments>2</slash:comments>
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		<title>Speak Their Language</title>
		<link>http://www.thatleadershipblog.com/2008/11/20/speak-their-language/</link>
		<comments>http://www.thatleadershipblog.com/2008/11/20/speak-their-language/#comments</comments>
		<pubDate>Thu, 20 Nov 2008 18:51:49 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[behavior styles]]></category>
		<category><![CDATA[communication styles]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[personality styles]]></category>
		<category><![CDATA[resolving conflict]]></category>

		<guid isPermaLink="false">http://www.thatleadershipblog.com/?p=244</guid>
		<description><![CDATA[Different communication styles, behavior styles, and leadership styles all contribute to misunderstandings. When we learn to speak the "language" of other people, we learn to communicate clearly.<a href="http://www.thatleadershipblog.com/2008/11/20/speak-their-language/"><b> Read more...</b></a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Four Things Leaders Can Do To Reduce Team Conflicts</title>
		<link>http://www.thatleadershipblog.com/2008/11/19/four-things-leaders-can-do-to-reduce-team-conflicts/</link>
		<comments>http://www.thatleadershipblog.com/2008/11/19/four-things-leaders-can-do-to-reduce-team-conflicts/#comments</comments>
		<pubDate>Thu, 20 Nov 2008 03:52:23 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Leadership Learning]]></category>
		<category><![CDATA[Team Development]]></category>
		<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[Conflict Skills]]></category>
		<category><![CDATA[leadership development]]></category>
		<category><![CDATA[leadership skill]]></category>

		<guid isPermaLink="false">http://www.thatleadershipblog.com/?p=231</guid>
		<description><![CDATA[Studies of workplace behaviors reveal some startling statistics with regard to the impact that conflict has on business performance. <a href="http://www.thatleadershipblog.com/2008/11/19/four-things-leaders-can-do-to-reduce-team-conflicts/"><b>Read more...</b></a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Address One Issue At A Time</title>
		<link>http://www.thatleadershipblog.com/2008/11/18/address-one-issue-at-a-time/</link>
		<comments>http://www.thatleadershipblog.com/2008/11/18/address-one-issue-at-a-time/#comments</comments>
		<pubDate>Tue, 18 Nov 2008 21:38:05 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Skills]]></category>
		<category><![CDATA[Lead]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[conflict strategies]]></category>
		<category><![CDATA[resolving conflict]]></category>
		<category><![CDATA[workplace conflict]]></category>

		<guid isPermaLink="false">http://www.thatleadershipblog.com/?p=155</guid>
		<description><![CDATA[You have probably seen or been involved in confrontation discussions that got off track. I know that I have. Maybe you were speaking with one of your co-workers about cleaning the coffee pot in the break room and you found yourself in a heated discussion about your desire to “boss everyone around.” Maybe you attempted to confront someone who reports to you about missing a deadline and you wound up discussing their sick family pet and the trouble they were having trying to get the issue resolved. Or maybe you mentioned taking out the garbage to your teenage son and, the next thing you knew, you were in the middle of a discussion about your tendency to yell at him “all the time.” Remember to address one issue at a time for better conflict resolution.]]></description>
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		<slash:comments>2</slash:comments>
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		<title>The 5 Ds to Mediate Your Own Conflicts</title>
		<link>http://www.thatleadershipblog.com/2008/11/18/the-5-ds-to-mediate-your-own-conflict/</link>
		<comments>http://www.thatleadershipblog.com/2008/11/18/the-5-ds-to-mediate-your-own-conflict/#comments</comments>
		<pubDate>Tue, 18 Nov 2008 19:35:21 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Skills]]></category>
		<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[Lead]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[workplace conflict]]></category>

		<guid isPermaLink="false">http://www.thatleadershipblog.com/?p=150</guid>
		<description><![CDATA[Conflict conversations often go wrong when the two parties disengage too soon. As Daniel Dana, author of Conflict Resolution, says; people often don't "argue" long enough because of a hard-wired behavioral approach commonly known as the "fight-or-flight" response...Following a simple process to control these inappropriate responses can help you to effectively self-mediate many interpersonal conflicts.]]></description>
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