@Becky Teresa Because most people see this as conflict, it’s normal to shy away from it. Learning that all conflict is not negative takes time and maturity. Humans often need reassurance and/or validation, especially with complicated feelings or difficult situations. Above all else, people need a certain degree of trust with the person they are communicating with or a concrete set of values to uphold to compel the conversation. without it, we second guess our motives, behaviors, feelings, and wonder if we are being fair or just. Whereas if integrity is a top core value and everyone at the organization works within integrity, it’s then easy to call out and amply they ones who aren’t and get them moving on. For this reason one of the first things I teach managers and leaders is to identify your unwavering core values. For me this is honesty, commitment, communication, resourcefulness, and desire to learn/grow. I teach you to clearly define and express these values as expectations within your team. From here when someone goes out of bounds it’s lest conflicting to reign then in or coach then out.

@Becky Teresa add to this it’s our internal instinct to commune, gather, and be social. Conflict doesn’t fit naturally in our instincts.

@Becky Teresa that resonates deeply. For years I’ve tried to define the importance of diversity on a ram or in an organization, this is the PERFECT definition.