And what does healthy productive conflict management look like in-

So once again, it kind of depends on the, on the organization and the context that they're working in.

And for some teams, let's say you're working with a, like a C-suite, um, for a large multinational organization, oftentimes conflict, uh, like healthy conflict looks like the capacity to have those conversations where relationships are held intact, uh, and they can find ways to create or design or build outcomes that stem from a healthy and robust conversation, uh, where different people held different viewpoints.

So where somebody can disagree, somebody can share a different viewpoint, and instead of seeking to just find like the easiest pathway through, you're able to unpack and go through different layers of understanding to, to figure out and make sense of where the conflict is coming from and, and why people arrived at a point of having a different viewpoint.

And then from there, building a new path, a new way forward that is considerate of, of, of those different perspectives and chooses a way that is, you know, focused on an outcome rather than one person or a power dynamic.

So that, that, for, for me, that's a common pattern that we see with a lot of multinationals, where they're dealing with lots of different cultures, lots of different, um, ways of understanding the world, many different backgrounds that have led to being successful in their roles.

That would be one, like one example of conflict.

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