Managing Conflict

 

Managing Conflict on Teams

Conflict is part of everyday living and yet it is one of the most difficult things for people to deal with. This workshop helps people understand some of the root causes behind conflict, how they personally deal with it and how it can be dealt with in a positive and collaborative manner.

  Understanding Conflict
Participants explore the psychology of conflict, the pro’s and con’s of conflict and why some conflict is necessary in the process of growth and development. They also look at the price of unresolved conflict, in how it impedes productivity and team development.

Exploring the Conflict Continuum
Participants learn the different approaches to dealing with conflict, the pro’s and con’s of each, and how people lose control in the decision-making process as they progress further down the Conflict Continuum  –  from dealing with conflict at source, to mediation, to litigation.

Common Sources of Workplace Conflict
Participants learn the common sources of conflict in the workplace and are encouraged to share their own experiences and positive outcomes with conflict.

Identifying Conflict Management Style
Participants assess their own style of of conflict based on Thomas Kilman’s Conflict Management Styles. Through self-awareness and group discussion, participants explore the benfits and weaknesses of each conflict management style, and how their styles impacts others. Using Steven Covey’s “Win-Win” approach, participants then learn how to flex their style to achieve collaborative outcomes.

Learning and Applying the Mediation Process
Participants learn about mediation, when it should be used and how to apply in the workplace. Using a proven mediation model, participants use case studies to role play and apply their mediations skills.

Personality Styles
Having the team work through the process of discovering their personality styles helps draw out the strengths and diversity of team members. This also provides strategies for understanding each other more fully, and often resolves conflicts amonst team members. Personality profiling can be done at the beginning, middle or end of the team charter and the learning is then applied in the process.  

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