Harvard Business Review Special Issues Fall 2018

Harvard Business Review OnPoint makes it fast and easy to put HBR’s ideas to work. Handpicked by HBR’s editors to bring readers the most relevant ideas and insight on a single business topic, these collections include full-text articles, summaries of key points, and suggestions for further reading, plus content selected from hbr.org.

United States
Harvard Business School Publishing
155,61 kr.(Inkl. moms)

i denne udgave

2 min
rise above the fray

Conflict at work is inevitable. Different work styles, competing priorities, deadline pressures—all of these contribute to tensions that can boil over. But managing strained relationships skillfully can lead to a more engaging and innovative workplace. A little self-reflection is a good way to start. If your tendency is to avoid confrontation, you might try approaching tense situations with openness, curiosity, and respect, advises Joel Garfinkle in “How to Have Difficult Conversations When You Don’t Like Conflict.” Don’t assume the worst. Truly listen to what the other person has to say and engage in constructive dialogue. The long-term gains for the relationship are probably worth the initial discomfort. You can usually find a way to make even the most fraught situations productive. Being reproached, for example, will undoubtedly sting at first, but it’s…

6 min
the right way to fight

DIFFERENCES OF OPINION at work are inevitable—and often integral to innovation, problem solving, and performance improvement. But knowing that most clashes have benefits does not make them any easier to manage. Disagreements with coworkers can be uncomfortable and, if handled poorly, result in unproductive and even harmful conflict. The good news is that, with a little planning, you can avoid a fight and arrive at a resolution everyone agrees on. What the Experts Say Because most people are uncomfortable discussing differences, disagreements rarely go smoothly. “Most conflicts are resolved through brute force or splitting the difference,” says Jeff Weiss, a founding partner of Vantage Partners and coauthor of two Harvard Business Review articles: “Want Collaboration? Accept—and Actively Manage—Conflict” and “Simple Rules for Making Alliances Work.” Unfortunately, such an approach often means both…

1 min
management tip

To Keep an Argument from Escalating, Get Some Perspective Adapted from “To Defuse an Argument, Think About the Future,” by Alex C. Huynh, HBR.org, January 23, 2017 When you get into an argument, it’s natural to focus on your own feelings and perspective. But that makes it much harder to reach a resolution. In fact, psychologists have found that people use better reasoning strategies when they distance themselves from how they currently feel and consider what a situation means in the long run. So the next time you disagree with a colleague, try to see the conflict from a third-person perspective. What would someone outside the situation say about your disagreement? Or think about how you’ll feel about the conflict in a week, a month, or a year. Considering the future encourages…

4 min
how to have difficult conversations when you don’t like conflict

AVOIDING OR DELAYING a difficult conversation can hurt your relationships and lead to other negative outcomes. It may not feel natural at first, especially if you dread discord, but you can learn to dive into these tough talks by reframing your thoughts. Begin from a place of curiosity and respect, and stop worrying about being liked. Those who avoid conflict are often worried about their likability. Although it’s natural to want to be liked, it’s not always the most important thing. Lean into the conversation with an open attitude and a genuine desire to learn. Start from a place of curiosity and respect—for both yourself and the other person. Genuine respect and vulnerability typically produce mutual respect and shared vulnerability. Even when the subject matter is difficult, conversations can remain mutually…

8 min
eight ways to get a difficult conversation back on track

DESPITE OUR best intentions, conversations frequently veer into difficult territory, producing frustration, resentment, and wasted time and effort. Take David, one of my coaching clients. Recently appointed to a business school leadership role, he was eager to advance his strategic agenda. Doing so required building his team members’ commitment to and sense of ownership of the proposed changes. When people were slow to step up and take on key tasks and roles, David felt frustrated by what he saw as their unwillingness to assume responsibility. For example, David believed that the school’s specialized online master’s degree programs could accommodate 20% more students at the same staffing level with no loss of student satisfaction. But when he shared his plan to increase enrollment to boost revenue with Leela, the head of master’s…

9 min
how to disagree with someone more powerful than you

YOUR BOSS proposes a new initiative you think won’t work. Your senior colleague outlines a project timeline you believe is unrealistic. What do you say when you disagree with someone who has more power than you do? How do you decide whether it’s worth speaking up? And if you do, what exactly should you say? What the Experts Say It’s human to shy away from disagreeing with a superior. “Our bodies specialize in survival, so we have a natural bias to avoid situations that might harm us,” says Joseph Grenny, a coauthor of Crucial Conversations: Tools for Talking When Stakes Are High (McGraw-Hill Education, 2011) and the cofounder of VitalSmarts, a corporate training company. “The heart of the anxiety is that there will be negative implications,” adds Holly Weeks, author of Failure…