Magic of Conflict

The myth of conflict is that it’s a contest, that it is negative – and that movement on both sides is needed to begin the resolution process. Trying to take on a conflict from that lens will not end well.

The truth is that conflict is nature’s primary motivator for change – and as such, an opportunity to strengthen relationships, build trust and get to know ourselves and others better.

Building on the work done by Tom Crum – the Magic of Conflict process helps leaders get in the right mindset and prepare for difficult conversations in the right way, so that breakthroughs become possible.

Discovery Loop

Perfection is the enemy of progress.

One of the common ideas in the business world are that testing and experimentation will lead to new insights and better outcomes.

However – approached from a perfection mindset any results that do not fit the anticipated (or wished) outcomes will be cause to shy away from and not take the next step.

The discovery loop process is an implementation of the discovery mindset that favors curiosity over perfection. It contains prompting questions to help unpack what happened and how you could expand the range of options to plan the next steps to take towards your ultimate outcome.

Execution Map

Success or failure is not determined by the lofty goals you have – but rather how well you execute towards those goals and overcome the inevitable adversity on your path. As I’ve seen countless of times in the SEALs the most rigorously planned operations can easily be tripped up by something small that happens in the moment.

So if you cannot “plan to perfection” – what should you do? Well – the purpose of planning in our dynamic world needs to shift from getting all the answers to going deep and working through all the possibilities – and then letting go and while in execution mode staying light and adaptable.

The Execution MapTM process does just this – it helps you break down your big outcome in a structured way that gives your team the directions so they can move and work pro-actively, while staying fluid enough to easily review and adapt on a weekly basis.

Decision Inclusion Model

Two key factors to how fast an organization is able to move and operate are the speed and quality of its decision making.

On one of my deployments we started out with a 96 hour decision making cycle, which was pretty fast when it comes to governments. The problem was that the enemy could decide and move in under 1 hour – so we were about 100x too slow.

The Decision Inclusion Model of decision making helps you to push decision making down to the right people in your organization; and gives them a clear process on how to go wide before going narrow in generating possible courses of action.

Using the Decision Inclusion Model leaders can empower the right people in the organization to make decisions, and gives them a clear process on how to go wide before going narrow – to make people feel seen, heard and understood, and come out with a decision that is supported by the broader team as one.