Follow a process commonly found in your office from beginning to end and analyze it to identify areas for improvement. Present your findings to your supervisor or the person who oversees that process.

Focus on points of agreement to sift out the finer points of the conflict.

Focus on facts the next time you share your point of view.

Find something positive and noteworthy in everyone's performance and share it with them.

Find and assign specialized leadership assignments for reports (e.g., managing a large project, making a presentation on behalf of the university, sitting on a high-level hire).

Familiarize yourself with the resources and tools offered by the U-M Work-Life Resource Center and invite a representative to speak to your team.

Familiarize yourself with the Michigan Expectations Model and choose an area in which to grow your competencies.

Facilitate the creation of a cross functional staff development forum that seeks to break down barriers (silos), showcase best practices, and share talent.

Facilitate the creation of a short and long-term strategic plan for your unit.

Facilitate a postmortem evaluation with your group on a failed project, and note how improvements can be made in the future.