Conflict Analysis and Resolution -Unearthing and Treating
I had the wonderful opportunity of attending Residential Institute offered by Nova Southeastern University for the Doctoral Program in Conflict Analysis and Resolution. The Residential Institute is best described as a way for online students to experience residentially the full import of classroom styled activities. Those who are residential students, are encouraged to be a part of this beautiful experience that enhances knowledge through shared interest as well create a strong network of individuals who are expected to be change agents. The students are from diverse backgrounds which creates real opportunities for engagements. There is an energy that binds us, and has taken us this far to the varying stages of completing a Ph.D.
When I started this blog, it was to contribute to the discussion about organizational conflict but as I wrote, I began to warm up to the idea of harnessing information from the diverse audience (who wished to participate) on the topic I would eventually choose. We live in an age of hyper-information as our world has shrunk to the size of our bedroom or any other location. One thing that remains constant is the need to interact and thank heavens, a computer and superb internet connectivity facilitates the conversations that are in progress.
My interest is to research destructive typologies that exist in the work environment. The idea was born after a qualitative class, steered by a young member of faculty, Dr. Jason Campbell, whose style incorporates the tradition but resonates authenticity and creativity. I did a quick inventory of my experiences in the public and private sector. The indicators that were shared in class provoked a sense of alarm, especially when companies are struggling to make an impact on a more savvy customer base.
Two questions emerge from my musings of toxic leaders:
- Are organizations mapping how leaders affect the morale of those they lead?
- When we are faced with the hard data, are we prepared to employ the strategies to reduce the toxicity within the organization?
Food for thought….I agree.
Copyright Suzette Henry-Campbell 2013