One indirect conflict management strategy is "Altering Scripts and Myths." Our opening spotlight is on Alan Mulally, the new CEO at Ford Motor Company, who describes how prior to his arrival, Ford had a culture that "loved to meet," but, like the monthly "department heads' meeting" example in the book, the meetings failed to actually resolve any conflict. Mulally "altered the script" and changed the culture for the better.
What other direct and indirect conflict management techniques did Mulally employ? Drawing examples from your own work and personal experience, what conflict resolution strategies have you employed? Which ones have you seen be successful? What are the effects of unaddressed conflict?