Cindy Allen-Stuckey, Conflict Resolution Techniques – Make Conflict Constructive

Cindy Allen-Stuckey of Making Performance Matter reports that 30% of a manager’s time is spent dealing with conflict! The key is learning conflict resolution techniques that build relationships. In this episode, Cindy shares the 3D’s to constructive conflict resolution.

 
For more information visit Cindy’s website at Making Performance Matter.

Meet Cindy Allen-Stuckey

Cindy Allen-StuckeyHave you ever been in an organization and heard the leaders say, “our employees don’t get it”? Maybe you’ve also heard employees say, “management just doesn’t get it”. Cindy Allen-Stuckey, CEO of Making Performance Matter, helps everyone in an organization “get it” by connecting employee performance to business results. Cindy uses each business’ initiatives and goals to develop customized and innovative solutions, so that every employee’s time is spent on relevant tasks that drive the business.

Cindy is passionate about enabling organizations and individuals to reach their fullest potential. With advanced degrees in both education and management and certification using ASTD’s Human Performance Improvement Process, Cindy has a history of proven results at three global organizations. She also has developed and facilitated a range of classes from GED classes through college courses. Cindy is most excited when she’s collaborating with other to solve problems in performance management, organizational development, and training/development.

Watch other episodes by Cindy Allen-Stuckey of Making Performance Matter: Connecting Employee Performance to Business Results.

4 Comments
  1. Well done, Cindy. I’ve found that managers (I purposely didn’t call them leaders) spend more time in conflict ignoring and conflict avoidance than they actually do on conflict resolution and things just get worse!

  2. Good stuff, CIndy! This can be applicable in so many situations — professional AND personal. I see a lot of unnecessary conflict because people aren’t skilled at giving timely, havior-based feedback to those around them. I think good, early behavior feedback is a proactive approach that can cut down on the need for so much reactive conflict resolution. I think you made this point well in another of your videos on giving feedback (and feed-forward!).

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