Puls Conflict Consulting



Conflict is like cancer - hoping it will go away can be fatal!
All organizations, no matter how large or small, are as vulnerable to costly internal conflicts as any other organization.

Unfortunately, telling the people involved to stop not only does not work, it backfires!

Unless you have professionally trained and experienced managers and staff members, you need outside help sooner rather than later.

Don't wait - it's money and PEOPLE  down the drain!
Wherever two or more are gathered together, there will be conflict!

Did you know that:
  • 20% to 25% of all churches face active conflict today? It's a question of when, not if...
  • 84% of pastors have experienced destructive church conflict?
  • Pastors respond with anger (51%), defensiveness (51%), feeling overwhelmed (34%), and shock (34%)?
  • Only 21% pastors felt confident they could handle the conflict?
The outcomes are grim:
  • 68% report damaged or destroyed relationships;
  • 58% report a general sense of sadness;
  • 32% report significant declines in attendance; and
  • 32% report leaders leaving the church.
Source: "Managing Church Conflict: The Source, Pastors Reactions, & Its Effects." Christianity Today   2004. These numbers were confirmed in 2005 and 2008.

Why These Fights Are So Damaging!
First, we ignore the conflict, hoping it will go away. It doesn't.

Then we try to placate each other. It doesn't work.

Then it spirals out of control and it is a true emergency!

Few organizations have employees trained in conflict management, intervention, or mediation skills. We also have a culture of faking all is well when everything is going wrong, which leads us to hide from the growing fight.

Avoiding it makes it worse.

When it turns from issues to people, it quickly becomes personal - and vicious, and the negative effects can last for decades. 
Conflict Management is a Specialized Profession
It is almost impossible to manage strong conflict from the inside. No matter what your position, tenure, or prestige, insiders are always suspected of taking sides. If you are the CEO, you are automatically suspected by most of harboring one position or another, and the moment you do take sides you have lost everyone in the opposition. If the conflict escalates, you become the target. More than 70 percent of all CEO's will resign at least once as the result of organizational  conflict.
Second, it is impossible to keep your emotional reactions from influencing your thinking and actions. You have a vested interest in the outcome, and everyone knows it. You cannot be a true neutral while defending your own positions.
Third, it is extremely difficult to see your contribution to the problem. You may have had the best of intentions, but intentions rarely count.
Finally, you are not trained in conflict management. Effective conflict interventionists have years of training and experience. It's what I do and who I am.

Initial consultations are always free!