What It Looks Like:
Emily, a department head, consistently avoids difficult conversations and conflicts within her team, hoping the issues will resolve themselves. As tensions grow, her team becomes disengaged, and underlying problems go unaddressed. Emily’s reluctance to confront issues head-on leads to decreased productivity and fractured team dynamics.
What If:
Overcoming conflict avoidance isn’t just about handling disagreements, but about how you create constructive dialogue that strengthen...