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Every leader knows the drain of conflict handled badly: performance conversations that go nowhere, teams that don't trust each other, fires you keep putting out instead of doing the work you want to do. Most leadership advice treats conflict as a threat to manage.
This book makes the opposite case: Conflict is energy, and how you use it determines whether it builds your team or turns your work culture toxic. That choice has never mattered more. Employees now spend over a third of their workday dealing with conflict, and fewer than half trust their leader to navigate it well. Leaders who don't handle conflict skillfully create workplaces with 80 percent more unproductive conflict.
Ninety-four percent of people trained in this framework rate it more effective than anything else they've used. What makes this different from the standard playbook for "difficult conversations"? Most frameworks ask you to choose: kind or direct, relationship or results.
This book rejects that trade-off: Compassion without accountability is ineffective, and accountability without it is unkind. This book shows how to hold both, using the compassion cycle, the drama triangle it replaces, and the ORPO formula, turning principle into a repeatable playbook.
The book moves in three parts: first naming the problem, how good intentions and unmanaged conflict energy spiral into drama; then introducing the antidote, the compassion cycle and the behavioral skills that interrupt drama before it takes hold; and finally handing you the playbook, the ORPO formula and match-and-move method for engaging conflict and coaching others through it in real time.
New to this edition:
Written by Nate Regier, PhD, cofounder and CEO of Next Element Consulting, this book distills two decades of applied research into a model any leader can use the next time conflict shows up, which will be soon.
Dr. Nate Regier, PhD, is CEO and cofounder of Next Element Consulting, a global advisory firm and the originator of Compassionate Accountability. A practicing clinical psychologist with a doctorate from the University of Kansas, he has worked with Fortune 500 companies, government agencies, and nonprofits worldwide, applying behavioral science to improve leadership and workplace culture.
