Gordon White

• Mediation and Leadership Development
• Making organizations innovative, vital and productive

[Gordon White @valueconflict]

Treating people merely as cogs in a machine leads to conflicts. The 'family' metaphor re: organizational life is one of 4 fromBolman and Deal (2003) in 'Reframing Organizations.' https://t.co/iSNIanteJA

[Gordon White @valueconflict]

There's a difference between the tidy hierarchy of an organizational chart and the actual politicized power relations that are operating in decision-making. A framework can help pull out the reality of organizational life. https://t.co/iSNIanteJA

[Gordon White @valueconflict]

These four metaphors by Bolman and Deal (2003) comprise one of my favourite frameworks of organizational life. What metaphors or similes do you find helpful? https://t.co/iUP2u9NJUZ

[Gordon White @valueconflict]

Can you guess what these have to do with organizational life?
Factory
Family
Temple
Jungle
https://t.co/iUP2u9NJUZ

[Gordon White @valueconflict]

Following Bolman & Deal's book 'Reframing Organizations,' I walk through four metaphors representing key elements of organizational life. https://t.co/iUP2u9NJUZ

[Gordon White @valueconflict]

One of my favourite frameworks for understanding organizational life is supplied by Bolman and Deal (2003) in 'Reframing Organizations' — read on for my thoughts. https://t.co/iUP2u9NJUZ

[Gordon White @valueconflict]

Do you tend to use a methodical framework — or any framework — in high-conflict situations? I would love to hear your experience. https://t.co/l2UZP13sER

[Gordon White @valueconflict]

In high-conflict and difficult conversations, navigation aids can guide you through rough waters. https://t.co/XRbjeBQzvk

[Gordon White @valueconflict]

A tip for high-conflict conversations: Don’t go for one solution. Take some time to play with different proposals. https://t.co/l2UZP13sER

[Gordon White @valueconflict]

These four practices bring into focus four objectives to be pursued during a high-conflict conversation. https://t.co/l2UZP13sER

[Gordon White @valueconflict]

One of the many benefits a framework can offer in high conflict situations is supporting us to act consciously rather than reactively. https://t.co/l2UZP13sER

[Gordon White @valueconflict]

High conflict calls for structure. Not rigid, inflexible structure though — but a methodical framework is beneficial. https://t.co/l2UZP13sER

[Gordon White @valueconflict]

As the wise Bernie Mayer says, sometimes staying with conflict may be exactly what is needed to find a way forward. https://t.co/P88N3VwUao

[Gordon White @valueconflict]

In this story of a mediation I facilitated, encouraging parties to be in the conflict consciously – even to savour the frustration of the impasse – seemed to have helped. https://t.co/P88N3VwUao

[Gordon White @valueconflict]

When parties are in a standstill, consider asking them "Given you are not likely to resolve this disagreement tonight, what could you do next?” https://t.co/P88N3VwUao

[Gordon White @valueconflict]

Rather than shy away from parties being stuck during a conflict conversation, lean into it; ask them "What is it like to have this conflict?" https://t.co/p26PuKzhbn

[Gordon White @valueconflict]

In this blog, I share the story of a turning point in my mediation practice: how to value conflict and impasse in a new way. https://t.co/P88N3VwUao

[Gordon White @valueconflict]

When parties are stuck, try shifting to questions that keep them present with the situation they're in, such as asking "What is it like to have this conflict?" https://t.co/P88N3VwUao

[Gordon White @valueconflict]

Could you trust someone, even if you knew they didn't care about your well-being, based only on their proven reliability? https://t.co/xATsSoziCk

[Gordon White @valueconflict]

Predictability. Integrity. Competence. Caring. Vulnerability. Five 'faces' of trust. https://t.co/xATsSoQTtS