BECAUZ Accelerators

A Comprehensive Approach to Change

The BECAUZ Accelerator program utilizes proprietary Processes, Tools and Systems to install transformational change in Leaders, Teams and Organization. This process accelerates change because of our proven processes, dynamic facilitation and an integrated, systemic approach.

How do we maximize our impact as a World Class IT Organization and embrace the challenges presented by global economic and IT events and trends?

Walter PuschnerVP - Worldwide Field ITMicrosoft

How can we create a leadership team to transform our firm?

Mike PongonCOOPoint B

How can we most effectively communicate our Real Estate Repositioning offering to add value for our clients?

Tony StewartVice PresidentMcKinstry

How do we maximize our impact as a World Class IT Organization and embrace the challenges presented by global economic and IT events and trends?

Walter PuschnerVP - Worldwide Field ITMicrosoft

BECAUZ tailors the programs they offer us to closely align to our business needs. Each and every interaction has its own dynamic, and they are able to adjust what they do, live in the moment, to maximize results and value. That kind of adaptability and dynamism is a core skill you don’t often find.

Walter PuschnerVice President, User ExperienceMicrosoft

BECAUZ are savvy social architects who create environments that lead to extraordinary learning and results. With your help, our 80-person extended leadership team has moved from a “command and control” focus to an “inspire and involve” culture, with alignment and ownership embedded into the leadership ecosystem.

Jacky WrightVPMicrosoft SESIT

With BECAUZ we have consistently generated breakthrough results and have been able to align our teams around transformational strategy. We have built an adaptive organization that flourishes in the midst of uncertainty and innovates to create solutions that were unimaginable just a few years ago.

B.J. MooreVice PreidentMicrosoft - Enterprise Commerce IT

How can we engage our entire organization and partners as leaders to realize our vision?

Senior Director of a field readiness group

How do we get our engineering leads and their teams to perform at even higher levels as we grow and scale our business?

Brett HelselSr. VP EngineeringIsilon Systems, Inc.

What would be possible across teams if we collaborated?

Andrew ClaphamSenior DirectorDesign & Construction

How can we drive team performance, build client relationships and generate a better bottom line?

Erika SchmidtPresident & COOFrause

How can we build a global innovation engine without adding people or additional dollars?

Tyson HartmanChief Technology OfficerAvanade

Handling Conflict: Beyond “Fight or Flight”

Are you a conflict-avoider? When it comes to “fight or flight,” do you choose flight?

It’s natural. Many of us want to avoid conflict because we’ve had bad experiences with it in the past. Conflict may have impacted, perhaps seriously damaged, our relationships with co-workers, friends and family. That’s because most of us don’t know how to have the difficult conversations that conflict requires the difficult conversations that can actually strengthen a relationship if the conflict situation is managed well.conflict-resolution-therapy

Good relationships aren’t defined by the absence of conflict. They’re defined by the ability to handle conflict well.

So the goal and challenge is to manage conflict effectively. Not “fight or flight,” but “manage and move forward.”

There’s a typical dynamic that occurs in conflict situations. Conflicts often start with an accusation. That accusation is countered with another accusation or some kind of defense, like a justification.

The situation then escalates and will keep going back and forth until something derails the escalation: one party storms out of the room; one party clams up and disengages; maybe one party punches the other in the nose. Or one person is willing to stop, step outside the escalation, and actually hear what the other person is saying. Then take ownership and action.

One party can defuse the situation, manage the conflict, and even strengthen the relationship by acknowledging a small piece of what the other person is saying and committing to act on it.

It sounds odd, but there’s an upside to conflict. People are usually in conflict about things they care about. There’s passion and conviction behind that conflict. And where there’s passion, there’s possibility for transformation; there’s energy; there’s commitment.

Next week, we’ll talk about more about managing conflict by committing to action.

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