People Conflict Investigation and Resolution

Busy Brain Syndrome® has increased employee conflicts and poor relationships by more than 60% over the past 10 years. BBS® leads to stalemates and contributes to $B’s in productivity losses nationally.

Conflict resolution is driven by the ‘defense’ of intangible idea’s

Idea’s become set in stone as unconscious ‘habits’ – which is why ‘rational’ conflict resolution processes rarely succeeds.

Our conflict investigation and resolution process is based in Neuroscience and gets to the underlying ‘unconscious’ emotions and thoughts that are sustaining poor behaviours and conflicts. More importantly poor behaviours and habit change has to occur in the ‘unconscious brain’ – which is why our processes work every time.

“It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” Charles Darwin

Business outcomes – the central tenet

Achievement of  business objectives, strategy is why people come to work – our processes leverage this central tenet with all conflict investigations and resolutions

Fixed ‘idea’s’ drive conflict

The defense of an ‘idea’ leads to conflict because it sets up the other party to be ‘wrong’, we get to the root cause of why ‘idea’s’ are being defended

Beyond I am right you are wrong

Getting the ‘idea’ that I am right you are wrong on the table diffuses the power and ‘hold’ they have over people and paves the way for reasonable fair negotiation

Success is letting the ‘idea’ go

When people see that ‘a position of being right or wrong‘ is just an idea and has no real basis in achieving a business outcome, real collaboration can be achieved

Sustain collaborative habits

People create new habits, become more ‘business focused and collaborative through ‘detecting’ when they are ‘defending an idea’ which is not focused on the business objectives.