“Get me outta here!” That’s the thought a lot of people have during workplace conflict. It’s the thought you have if you’re uncomfortable with conflict: I don’t like this. It’s messy. Maybe even painful. Get me outta here!

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New research has identified six elements to an apology, and the more of those elements you include, the more effective your apology. But not all six elements are equally valuable. Two are particularly crucial to having your apology accepted.

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My friend, there are some things I want to say about mediation with me, things I hope you’ll ponder before we gather, things I hope will guide you as we talk. I may mention them a time or two during our time together.

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Even after a dispute has been resolved, distrust and tension can linger. Even when you’ve made every effort to resolve a conflict, the other person may seem stuck in it still. Is there anything you can do when someone you live, work with, or serve doesn’t seem to be moving on after conflict? There is, but first, you need to understand why.

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How do you reduce resistance? What are the best ways to handle difficult people? What tactics overcome impasse? How can you get someone to ___? These questions all have something in common: They position you to work on someone, instead of with them.

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