People need to feel safe to be who they are—to speak up when they have an idea, or to speak out when they feel something isn't right.

The key to handling conflict is to make sure people understand it's okay to have an opposing view.

Perceive conflict as positive, creative, and issue driven. Don't allow personal attacks.

When people feel trusted, they'll begin to understand they are contributors--and you'll get great ideas and happy people.

Train leaders in behaviors that promote trust and respect. Bust existing silos and focus on what’s best for the project.

You won't benefit from diverse perspectives if you aren't open to utilizing differences.

It's hard for managers to consider different perspectives if they never ask people what they think.

The natural result of utilizing different perspectives is that people are more engaged because they feel their opinions are important.

Conflict can be healthy within a collaborative group, as long as everyone sticks to the issues and things don't get personal.