Global and local landscapes are evolving and growing in complexity on economic, political, social and technological fronts. Industries are facing disruption and organisational change. Amidst such flux and transition, transformational leaders need to be able to implement plans with agility and to manage generationally and culturally diverse workforces. Change, difference and diversity inevitably attract conflict that is unique to the context of any business and/or organisation. Successful leaders of today need to understand conflict and be well-equipped to not only pre-empt, mitigate, avoid and de-escalate conflict, but to also transform what could have been a full-blown dispute into opportunities.
43% of the 200 CEOs, board directors, and senior executives of North American public and private companies polled in the 2013 Executive Coaching Survey (conducted by the Center for Leadership Development and Research at Stanford Graduate School of Business, Stanford University’s Rock Center for Corporate Governance, and The Miles Group) rated how to handle conflict as their highest area of need in coaching. Therefore, leaders require cutting-edge mind-sets, strategies and skills in negotiation and conflict resolution to build high-performance teams, drive innovation and create value.