This Communication and conflict blog will bring you web page updates and observations on communication and conflict in daily life as well as other information and links to useful resources.
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4-word-build - a conflict resolution exercise for gaining a shared understanding of a concept in a group or team. The exercise enables all present to participate in the creation of the shared view.
This page explores how to be constructively angry in a way that leads to learning and change and not destructively angry through violence, abuse or vandalism.
This page gives links to websites that promote a similar approach to communication and conflict resolution to that described on this site.
That we have the right to pass, Principle 3 of the Principles of Effective Communication
A website about the relationship between communication and conflict. Articles on conflict resolution, mediation, why effective communication is important for conflict management in relationships.
How a No-blame approach, an Underlying Philosophy of Mediation, has benefits for the resolution of conflict, complaints and promotes individual and organisational learning.
How interpreting body language and other non-verbal behaviour leads to disconnection between people.
This page provides a guided visualisation to help you respond more effectively to any conflict you have in your life
56 page Handbook - Deal with workplace bullying allegations effectively, whether the situation is your own or it involves someone you are supporting
The London Mediation Training Course run by CAOS Conflict Management draws upon all the information, philosophies, principles and communication skills described on this website.
Principles of effective interpersonal communication and how to apply them. This article explains The Principles of Effective Communication drawn from the experiences of mediation.
A listening exercise which enables participants to reflect on various aspects of the experience of listening and being listened to as well as the experience of being the speaker in a situation.
This page describes a conflict management training exercise used to explore the assumptions we make about others when we meet them.
The Rescuer Syndrome - the main obstacle to being able to provide effective conflict resolution support.
This page describes the use of effective questioning skills to support conflict resolution, instead of suggestions, to empower those involved to create a resolution that works for them.
Confidentiality is both an Underlying Philosophy of Mediation and a Principle of Effective Communication and is crucial in supporting effective conflict resolution.
This page looks at the ineffective approach to conflict which treats it as a problem, something to be feared or avoided. Ultimately, this approach does not resolve it.
This page considers the impact of labels and preconceptions on the effectiveness of communication and conflict resolution.
That we do not interrupt one another, Principle 2 of the Principles of Effective Communication, mediation, mediators, Voltaire, Stephen R.Covey, Andrew G.Marshall
When I look back on what work experiences I have loved as well as those I didn’t love as much, I find that whether I like a job or not has as much to do
That we treat each other with respect, Principle 1 of the Principles of Effective
Effective listening - It's not just down to eye contact and nodding!
This page discusses the concept of having 'ownership' of our responses to a conflict or difficulty, one of the most important pre-requisites of effective conflict resolution
Why and how I-statements support effective communication and conflict resolution. Examples of I-statements to illustrate.
Conflict management training, from CAOS in London, UK including courses in mediation skills and other conflict management skills.
This page draws together a range of videos available on the internet that illustrate practices of effective communication and conflict resolution.
Conflict Coaching - 1-to-1 support for people who are experiencing a difficult relationship or unresolved conflict to create more effective ways of responding.
Why is bullying in the workplace not dealt with effectively? Here's a way of responding that improves workplace relationships and resolves the issue of bullying.
The 3 main approaches to conflict and how each one has different implications for the likelihood of resolution.
This page looks at a no-blame approach to workplace bullying and its effectiveness and introduces the book 'How to Resolve Bullying in the Workplace'.
The no-blame approach. Comparing some everyday examples of the blame-approach with a no-blame approach.
This page describes the practice and purpose of summarising in effective interpersonal communication and conflict resolution.
That we speak for ourselves using I-statements, Principle 5 of the Principles of Effective Communication
Subscribe to the Communication and Conflict Newsletter with articles on conflict resolution and effective interpersonal communication
This page gives you the opportunity to ask questions about how to apply the Principles of Effective Communication in your life
Responding to conflict as a competition is an ineffective response + is probably the most destructive approach to conflict. It is the basis of the 'justification' for most physical violence and war.
That it is ok to make mistakes. Principle 9 of the Principles of Effective Interpersonal Communication.
This page gives you the necessary code to create a link to the Communication and Conflict website on your own website.
A free e-book - Contemplations on Communication and Conflict -7 articles on conflict resolution/interpersonal communication articles from the Newsletter archive.
Additional information about the Communication and Conflict website and the importance of effective communication skills for conflict resolution in relationships.
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Are you UK based and wanting mediation, conflict coaching or training in communication and/or conflict resolution related issues?
Mediation skills, Conflict Coaching skills, bespoke training in holding effective meetings, dealing with difficult behaviour, or other related areas?
If so, contact Alan via his business website at CAOS Conflict Management