BUILDING EFFECTIVE ON-ON-ONE RELATIONSHIPReading the article it seems that resolving a conflict in one toone work relationship is not that difficult, just need to apply some simple questions to inquire others view, however I believe it needs a whole life learning time tomaster it. Knowing our own strength or weakness could help us to understand our tendency in one to one work relationship; are we easy to go into conflict or more into conflict avoidance behaviorAs you advance in your careers, excellent technical competencies will not be enough. Your success will be more and moreon your human competenciesyour ability to do the important interpersonal work of developing effective work relationship with key individuals. The quality of a managers work relationship are especially critical at the upper functional and general management levels. Below are key points from the reading:1. Our reasoning with regard to interpersonal matters should be as analytical, strategic, and as data-driven as any othermanagement discipline2. Effective managers must know how to build relationship, based on mutual expectations, trust, and influence, with the complex network of people of whom they are interdependent3. Although it is easier to develop relationship with those who share the same background, values, interest, or working style, as a manager you must be able to diagnose potential barriers to establishing mutually beneficial relationship with different individuals, and find a basis upon which to build more effective relationship4. The degree of relationship can be measured based on :1) Mutual expectations about performance, goals and priorities2) Mutual trust that develops in a relationship3) Mutually influence each other beyond what is accorded to them by virtue oftheir roles5. Effective relationship is one that mutual expectations, trust and influence grow overtime and become more concrete, tested and grounded6. Conflicts will inevitably arise, even when you have good intentions. You have to use your basic thinking skills to identify such conflicts and find out how to resolve it7. Manager need to balance advocacy and inquiry skill to promote mutual learning and when trying to resolve a conflict. This skill helps both parties test theirmental models, that is, clarify their assumptions, uncover internal contradictions in their assumptions, and develop a mutual and more accurate and refined understanding of what really transpired and why.8. Some simple questions can be used to advocate your own view and to inquire into others view.