The ability to manage conflict, which may often be ongoing, is a critical leader skill. Leaders who can determine the central causes of conflict and then engage others in developing collaborative solutions to resolve or manage the conflicts create greater loyalty and commitment from those involved in the conflict. Unresolved conflict can start an unhealthy environment within a group or organization that can lead to unproductivity and a sense of distrust or anger among members. Although difficult, leaders must overcome personal bias and have an open mind when engaging in conflict situations. Once identified, leaders should focus on creating win-win solutions using one or a combination of the conflict styles as defined by the Thomas-Kilmann model. Effective conflict resolution can often lead to stimulating opportunities for both the leaders and followers to work together in new ways that produce better relationships and foster a healthy organizational climate.

In groups you belong to, notice who is not "at the table." Whose perspectives and experiences (age, gender, ethnicity, etc.) aren't represented in the group and would add value? Invite members of underrepresented groups to your meetings to contribute their insights.

• Continue gaining knowledge by reading biographies of immigrants or people from different social groups than yours.
• Have the courage to try again when your efforts to educate others about bias aren't initially accepted.

Your leadership Aha moment should be something that surprised you that surprised you about yourself based on the results of your assessment.

Discuss what your strengths and weaknesses are based on your assessment results. Then discuss how you can use information from the textbook and our lessons to build upon your leadership strengths and improve on your weaknesses.