I have put together a simple, practical guide on exactly how to approach these conversations with confidence and care. Read the full article below to learn how to change your approach today.
New research from Wharton confirms it: narcissistic leaders resist remote work to protect their power and status. A conflict expert explains what’s really going on, and how to protect yourself.
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You know the person. They walk into a room and command it. They speak with certainty, take the lead in meetings, and seem to know exactly how things should be done. On paper, they look like everything a confident professional should be. But something feels off. Colleagues are walking on eggshells. Credit for team achievements somehow always ends up with
Read moreConflict with a narcissist can feel unlike any other disagreement. Conversations that begin with a simple concern can quickly become circular, emotionally draining, and confusing. You may find yourself questioning your own perception of events, repeatedly explaining yourself, or leaving the conversation feeling worse than when it started. One of the most common misconceptions about conflict with a narcissist is
Read moreWorkplace conflict can be uncomfortable, frustrating, and emotionally draining. However, some forms of conflict feel particularly destabilising because they create confusion rather than clarity. This is often what people are describing when they talk about gaslighting at work. You may leave conversations questioning your memory, doubting your judgement, or wondering whether you have misunderstood what happened. A straightforward disagreement suddenly
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Why Expressing Disagreement Professionally Matters Expressing disagreement professionally is one of the most underrated skills in both the workplace and online spaces. Done well, it builds credibility, strengthens relationships, and creates better outcomes. Done poorly, it can damage trust, escalate conflict, and leave lasting reputational scars. I’ve lost count of the number of people who come to me after a
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We often think of conflict resolution as something active. Speaking up, asserting boundaries, making arguments, defending positions. However, one of the most underused and misunderstood tools is silence. Silence is not passive. It is not weakness. When used intentionally, silence in conflict resolution can be one of the most strategic, confident and effective responses available to you. The challenge is
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It a Toxic Boss or Just a Tough Conversation? If you have ever left a meeting feeling diminished, confused, defensive, or quietly ashamed, you may have wondered whether you are dealing with a toxic boss or whether you simply struggle with feedback. What just happened in there? That might be your first thought, or you might just take a deep
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The barriers managers face to resolving conflict are rarely about policy, process or HR frameworks. They are emotional. They are cultural. They are deeply personal. Most managers do not avoid conflict because they lack intelligence or competence. They avoid it because they are afraid of making things worse, unsure of their authority, unsupported from above or overwhelmed by competing priorities.
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In the corporate world, many performance concerns begin not with capability but with misunderstanding. Ramadan in the workplace can be challenging, not just for those observing it but also for managers who have no experience of it. Without the proper understanding and leadership skills, it can lead to conflict and unnecessary suffering which can have a huge impact on team
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