Leslie A. Perlow
Harvard Business School
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The best way to pacify workplace conflict is to keep quiet and not make any waves, right? Wrong! Professor Leslie A. Perlow uses three studies to show that silencing conflict can have devastating negative task and relationship consequences: tasks take longer to do or never get done at all; working relationships are destroyed. Her research shows that the best way to complete a task on time and maintain positive working relationships is to communicate openly and honestly about the important issues.
Leslie Perlow is an associate professor of Business Administration in the Organizational Behavior area at the Harvard Business School. She teaches Leadership and Organizational Behavior in the MBA program. Her work focuses on the ways in which people interact in the process of doing their work and the implications of these ways of interacting for organizational productivity, individual careers, and family life.
Learning Goals
Professor Leslie A. Perlow's presentation and supporting materials are designed to help you:
- Identify the tendency to silence conflict.
- Raise your awareness of the unintended consequence of silencing conflict at work.
- Consider why smart people repeat dysfunctional patterns.
- Investigate where the dysfunctional patterns come from.
- Recognize the opportunities for creating change.
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CIP: Difficult
Interactions |
Strained relationships are never good. At work
they can lead to a decrease in productivity and poor decisions. Understand how interpersonal relations sometimes “go wrong” in the workplace. Determine why our interactions with others become strained and how to be proactive about improving them. Learn how better understanding others’points of view and motivations can enhance your interactions.
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HMM: Difficult
Interactions |
This module shows you how to discuss and resolve difficult interactions in the workplace—whether they’re with employees, peers, bosses, or even customers and suppliers. Includes tools and techniques to help you: decide which situations are worth resolving, find the source of the difficulty, productively discuss the emotions that difficult interactions can raise, and overcome barriers to action. |
