TAG Consulting

Conflict Is An Opportunity – FREE New White Paper


January 5, 2017

RZBZ Twitter art

TAG is pleased to offer our newest white paper, based on our book Red Zone/Blue Zone: Turning Conflict Into Opportunity by Joe Jurkowski, Jim Osterhaus, and Todd Hahn, which is available here.

Leaders from organizations of all sizes and from every sector have been helped by the book, which demonstrates how conflict, from from being our enemy, can be our ally – offering an unparalleled opportunity for self-awareness, creativity, and increased team performance.

Our new FREE white paper, available for immediate download, introduces the concepts of Red Zone/Blue Zone so that you can begin to thrive through conflict today!

To download, simply click here.

10 Steps To Become A Dramatically Better Listener…Today


November 8, 2016

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Active listening is a way of listening and responding to another person that improves mutual understanding. That’s easy to say, but often hard to do. It’s all too common for us to half-listen while planning what we are going to say next, either to preserve our position and status or to win an argument.

In a climate of half-listening, unhealthy conflict flourishes. Actively listening dramatically reduces the risk of destructive conflict by making sure underlying values and beliefs are on the table and understood and that each party to the conversation feels heard and understood.

The principles of active listening are widely known, but in our work we see them violated over and over again! Let’s remind ourselves of them and, more importantly, remind ourselves to put them into practice!

1. Face the speaker.
2. Maintain eye contact, to the degree that everyone remains comfortable.
3. Minimize external distractions.
4. Respond appropriately to show that you understand.
5. Focus solely on what the speaker is saying.
6. Minimize  internal distractions – quiet your inner monologue.
7. Keep an open mind…and an open heart.
8. Avoid letting the speaker know how you handled a similar situation.
9. Even if the speaker is launching a complaint against you, wait until they finish to defend yourself.
10. Ask questions for clarification – but, once again, wait until the other speaker has finished speaking!

Healthy Leaders Know That They’re The Problem


October 12, 2016

In our work as consultants we are often called upon to help leaders and their organizations navigate conflict.

In virtually every instance the leader who enlists our help believes that he or she is not the problem. The real problem, those leaders believe, is “that person” or “those people” or “that policy or procedure” or “that department”.

We’ve seen a lot of jaws drop (and a few fists start to clench!) when we tell leaders “The problem is you!”.

Angry man pointing his finger

What we mean by that is that in every conflict, every individual involved has contributed to the impasse in some way or another. This is one of the fundamental rules of organizational life – that every member of the group is part of a system that is not working on some level.

Now, we want our clients to continue to employ us, so we finish the sentence beginning “The problem is you…” with an important clause: “…so know yourself.”

If I am aware of my limitations and failures and propensities to engage in unhealthy behavior at times then I can lead through the conflict with wisdom and skill.

The writer John Eldredge puts it this way: “What gets in the way is your way”. He means that we all have a way of relating, a manner of leading that we rarely question. And when you don’t question yourself you are not conscious of how your patterns of behavior are affecting others, creating resistance, and undermining the very goals you are committed to bringing about. But if you are willing to take an inward look, you can stop being your own worst enemy.

If you can manage yourself – know your heart and mind and understand how and why you can slip into unhealthy conflict – and then choose instead to put your ego aside for a bigger mission – you have the foundation for persevering through conflict and adversity in a way that bring about lasting change and a unified team and organization.

Do you want to take your team to the next level? Here are some of our options for team development and growth.

Ready to take your individual leadership acumen to a higher place? Check out our options for executive and leadership coaching here.

For more on navigating organizational and interpersonal conflict, read the book Red Zone/Blue Zone, which you can find here.

Conflict Is An Opportunity – FREE New White Paper


August 24, 2016

RZBZ Twitter art

TAG is pleased to offer our newest white paper, based on our book Red Zone/Blue Zone: Turning Conflict Into Opportunity by Joe Jurkowski, Jim Osterhaus, and Todd Hahn, which is available here.

Leaders from organizations of all sizes and from every sector have been helped by the book, which demonstrates how conflict, from from being our enemy, can be our ally – offering an unparalleled opportunity for self-awareness, creativity, and increased team performance.

Our new FREE white paper, available for immediate download, introduces the concepts of Red Zone/Blue Zone so that you can begin to thrive through conflict today!

To download, simply click here.

You Are Part of The Problem…And That’s OK!


May 30, 2016

In our work as consultants we are often called upon to help leaders and their organizations navigate conflict.

In virtually every instance the leader who enlists our help believes that he or she is not the problem. The real problem, those leaders believe, is “that person” or “those people” or “that policy or procedure” or “that department”.

We’ve seen a lot of jaws drop (and a few fists start to clench!) when we tell leaders “The problem is you!”.

Angry man pointing his finger

What we mean by that is that in every conflict, every individual involved has contributed to the impasse in some way or another. This is one of the fundamental rules of organizational life – that every member of the group is part of a system that is not working on some level.

Now, we want our clients to continue to employ us, so we finish the sentence beginning “The problem is you…” with an important clause: “…so know yourself.”

If I am aware of my limitations and failures and propensities to engage in unhealthy behavior at times then I can lead through the conflict with wisdom and skill.

The writer John Eldredge puts it this way: “What gets in the way is your way”. He means that we all have a way of relating, a manner of leading that we rarely question. And when you don’t question yourself you are not conscious of how your patterns of behavior are affecting others, creating resistance, and undermining the very goals you are committed to bringing about. But if you are willing to take an inward look, you can stop being your own worst enemy.

If you can manage yourself – know your heart and mind and understand how and why you can slip into unhealthy conflict – and then choose instead to put your ego aside for a bigger mission – you have the foundation for persevering through conflict and adversity in a way that bring about lasting change and a unified team and organization.

Do you want to take your team to the next level? Here are some of our options for team development and growth.

Ready to take your individual leadership acumen to a higher place? Check out our options for executive and leadership coaching here.

For more on navigating organizational and interpersonal conflict, read our book Red Zone/Blue Zone, which you can find here.