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Resolving Conflict Workshop

Resolving Conflict Constructively

Let’s face it; conflict in the workplace is inevitable.  Whether scarce resources, unrealistic expectations, or differences in values and interests are causing the problem, the results do nothing but hurt your organization.  You know you need to confront the issue, but the idea of getting pulled into a feud between competing employees or blowing the whistle on underperformers can be very daunting.

Why should I care?
No matter how tempting the thought is, you can’t simply ignore things, hoping the problem will fix itself.  Unresolved conflicts can cause decreased productivity, lowered morale, and dysfunctional relationships in the workplace.  On top of that, teamwork suffers and organizational goals fail to be met.

On the other hand, you may be wasting precious time and burning yourself out babysitting warring employees in an attempt to keep the situation from escalating out of control – with no guarantee that it won’t.  And by now, the last thing you need is grievances and harassment situations.

What can I do?
If this sounds familiar, relax. You’re not alone.  While conflict is a normal part of the workplace (and being human!), it doesn’t have to tear you apart on the job.  That’s why we offer Resolving Conflict Constructively, a workshop designed to give you the skills necessary to handle conflict in the workplace like a pro.

What will I gain?
When managed properly, conflict can actually contribute to team and organizational success.  But it doesn’t happen overnight.  The key is using effective communication and problem-solving techniques to turn conflict situations into creative opportunities for growth.

Participants in the conflict workshop leave with the ability to resolve conflict situations that arise on their teams.  Turning a lose-lose conflict into a win-win resolution not only resolves the existing issue, but prevents new ones by opening strong lines of communication.  You’ll also reap the benefits of increased productivity, improved synergy, and more effective results.

Defining Conflict
Identifying the Elements of Conflict Much like military and political conflicts, interpersonal conflict can be broken down and analyzed.  Participants identify and learn about the elements of interpersonal conflict.

Using Guidelines to Handle Conflict Sadly, most of life doesn’t come with a set of rules.  Not so for workplace conflict.  Our guidelines give you boundaries and guidance for handling these sticky situations.

Recognizing the Value of Conflict Conflict causes problems, true, but that doesn’t mean you can’t learn from the experience.  Resolving conflict requires creative solutions, and the open communication and teamwork necessary for that are very good for your organization.

Understanding the Win-Win Outcome Ending fights usually results in a winner and a loser, but this kind of “I won, you lost” attitude isn’t going to make things any better.  Learn the value of a win-win outcome and how to get there.

Employing Different Styles to Resolve Conflict
Identifying Individual Reactions to Conflict There are five different modes people fall into when dealing with conflict.  This exercise lets you take an honest look at how you react to conflict. 

Exploring Differing Conflict Management Styles By learning about the different ways people manage conflict, you’ll be better able to resolve the issue at hand.

Understanding the Strengths and Weaknesses of Your Style By better understanding your reaction style, you can play to your advantages and work to improve your weaknesses.

Managing Conflict in Teams
Arbitrating Team Conflict Ending conflict doesn’t mean that the manager makes a unilateral decision and the employees grudgingly obey.  Learn how to work through the conflict with your team to reach an agreement that not only ends the conflict, but involves everyone.

Dealing with Difficult People Even if most of your employees work to mend the problem, there’s always the chance that at least one person just won’t give in, no matter how hard you try.  Our tips teach you what to do in sticky situations so that the bad apples don’t ruin it for everyone else.

Recognizing When Others Don’t Want to Cooperate Learn to spot a lost cause when you see one, so that you don’t waste your time on an employee whose prerogative is to keep those walls up.

Applying Conflict Management Strategies and Styles
Practice Makes Perfect This activity gives you three specific situations.  Each situation has five reactions, representing each of the aforementioned styles.  Participants individually rank and identify each reaction then compare their answers as a group to practice what they’ve learned.