There is a heightened tension in the workplace lately and there is more potential for conflict. Yet, no one likes conflict and most people would rather avoid critical conversations in order to keep the peace. However, conflict-avoidance never works. But how do you confront someone without having a constructive conversation escalate into workplace drama? Marilyn shows you what to say, when to say it, and how to say it in order to resolve potential conflict situations before people get too upset. Plus, teams are so much more effective when people are straightforward in their communication without harboring any resentments from past unresolved conflict. This presentation will have you walking out knowing that you have the tools to keep your cool when confronting others, or even when you’re being confronted by someone else. Oh, and by the way, you will now know what to say to the bully, so they won’t bother you again. You will be able to tell it like it is but in a way that brings people together and does not alienate or divide.

Desired Outcomes: Clearer communication, less conflict, higher performing teams.

Organizations are encountering change more than ever before. But how are you managing and navigating that change? People default to one of three mindsets when faced with change: victim, vacationer, or volunteer. If you are a VICTIM to change, you feel and act like people are out to get you and you take change personally. You don’t feel your voice matters, so you never speak up. If you are a VACATIONER, you are dis-engaged and wait for others to make the conversions necessary. You don’t pay attention until it’s crunch time, then you try to ask for help with urgency and last-minute stress. The third and obviously most valued mindset is one of a VOLUNTEER. This is where you are totally engaged, ask good questions, and are resourceful in making the change a success. This workshop addresses how you can manage victims and vacationers and help your team become volunteers to navigate change in order to increase the likelihood of success.

Desired outcomes: Identify behaviors that help not hinder change, increase communication with teams, decrease workplace stress associated with change.