An interview with dr. W. Craig Gilliam on Finding Healing and Peace of Mind in a Politically polarized climate
By Joe Iovino, UMC.org
Politics in the United States are polarizing. Public discourse and our social media feeds are filled with strong opinions from professional and amateur pundits.
These feelings of division are not unique to U.S. politics, however. United Methodists around the world know the pain of conflict within their nations, our denomination, churches, families, friends, groups, and sometimes within ourselves.
Divisions persist, but the Bible teaches that God created us to live in community and that Jesus came to reconcile us to God and one another.
Anxiety and Conflict—What are the costs for your organization?
Conflict can be delicious to people in a perverse way. Some enjoy it. In one organization with whom I worked, an employee described the situation, “Our homeostasis has been to stay in conflict. We are like a boat that has been rocked by the storm for so long that the storm has become our norm. We seem to enjoy it. That is the only way we know to be together and function as an organization/community.
Self-awareness and leadership: A path to higher performance
An effort to grow in self-awareness is a dive into who we are and how to harness our best selves as leaders and organizations for higher performance and success.
The Power of Questions for Leaders and for Life
Asking open, honest questions is central to good leadership, consulting, facilitating, and coaching. In fact, questions are core to the human quest.
Good questions can invite insight and wisdom from groups and individuals and change entire cultures and work environments. Asking honest questions at the right time is both an art and a science.
Creating a Container for Conversation
Developing and sustaining a strong “container” for courageous, generative conversations is the focus of this article.
Meeting and Mismeeting:
Facilitating transformational communities/
Meeting and mismeeting are not only about how we conduct ourselves, but first and foremost, our way of being, the way of our hearts/souls toward others and Self, the stories we tell ourselves about ourselves, others and God, which begin with our own inner work, our spiritual and soul practices.
A Half-Fast Walk through Martin Buber’s Thinking
This essay is an overview of some of those thoughts that I find rich with meaning and substance to digest as ministers.
Leading Through Anxious Times and Situations: More Than Meets the Eye
While there are no simple check-lists or “how-to” answers for leading through anxious times and situations in congregational life, this essay will strive to offer insights to help clergy preach and lead in anxious times and settings, and do it in a way that lessens stress, increases the possibility of positive movement for the community and heightens awareness.
Levels of Conflict Work in Organizations and Congregations
This article offers explanation and description on each of these levels of working from anxiety and conflict to positive, productive forward movement—to allow conflict to help us grow, learn, and deepen.
Conflict Resolution: Is that what we really want?
The problem with “conflict resolution” is that it creates or reinforces the notion that conflict is bad, sinful and destructive and should not exist.
Conflict can be a good thing!
Transformation through conflict can happen. I have seen communities/ organizations move up on the scale of self-differentiation and become healthier and more impacting on the community within and the world around them. I have experienced those organizations who can navigate those difficult waters; who can engage conflict well and allow it to invite them to a deeper way of being as an organization.
Reflections on Leadership:
Becoming an influencer and shaper of context
This article is a half-fast summary of our exploration on this journey; the nuggets I picked up along the way and how these inform my work with leadership, congregations and organizations.
How Employees' Strengths Make Your Company Stronger
by Susan Sorenson
People who use their strengths every day are six times more likely to be engaged on the job.
That's just one big finding from decades of Gallup research into human behaviors and strengths. That research has established a compelling connection between strengths and employee engagement in the workplace -- a connection that has the power to accelerate performance when companies work on enhancing both simultaneously.
The Right Culture: Not Just About Employee Satisfaction
By JIM HARTER AND ANNAMARIE MANN
Creating a great workplace culture that has star employees who know how to win new customers isn't about making employees happy or content -- and organizations falter when they think it is.
It's true that enthusiastic and energetic employees feel better about their work and workplace. But engagement is not determined by an abstract feeling. Measuring workers' contentment or happiness levels, as well as catering to their wants, often fails to achieve the underlying goal of employee engagement: improved business outcomes.