In conflict situations, there is a tendency to want to have the last word and be proven ‘right’ and yet, that may actually be the ‘wrong’ way to go about resolving an argument, whether it is face to face or through an exchange of e-mails.

Labelling colleagues – either in negative (“horns”) or positive (“halos”) terms – is like looking at them through a lens that colours all our perceptions, as well as those of others around us.

Do you have a tendency to switch off at meetings every time a particular colleague starts to speak? Is it obvious to you that your colleagues will never accept a peer as a project leader? And doesn’t that candidate from your own alma mater clearly have a definite edge over the others?

Have you ever been surprised by a negative reaction to an e-mail that you believed to have been efficient, helpful and to-the-point? This happens more often than you may realise, as communication is about what they hear, not what you say.

CERNese is the language spoken here: based on English and French, it’s a mixture of accents, pronunciations and body languages that go well together. CERNese is also an attitude: we make an effort to understand others and to ensure that other people understand what we say.

Very often, misunderstandings originate from the assumptions we make about people’s intentions, even where in fact there are no actual differences in thinking. Sometimes, speaking up is enough to resolve these misunderstandings… provided this is what both parties want.

When normal communication breaks down and there is no sharing anymore, office-mates can become ‘space invaders’. Very often, the situation can be resolved effectively by taking just a few simple steps...

Regular informal conversations with colleagues play a very important part in weaving the fabric of team spirit.

Smiling comes easily when we are among friends. Similarly, one could expect that it should not be so hard to smile – or in some way, acknowledge – our colleagues in the workplace.

Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*.