Conflict Management training?!? Is it really necessary? It is essential.
Why is Conflict Management Training Important?
Conflict and disagreements are inevitable. The normal response is to fight, flight or freeze. Although useful if facing a sabre tooth tiger, this evolutionary instinct is not helpful in modern-day life. When we choose fighting, running away or ignoring disagreements things usually get worse.
The more we run from conflict, The more it masters us; The more we try to avoid it, The more it controls us; The less we fear conflict, The less it confuses us; The less we deny our differences, The less they divide us. – David Augsburger
A trustee of a charity asked me about conflict management training for senior staff. Money was short and initially, they felt other areas should be prioritised. However, I had an urgent call from the CEO to provide workplace mediation. When the mediation concluded successfully, the CEO called me into her office to arrange a date for the training. The experience of conflict showed her that conflict management training would have prevented a great deal of upset. When the course was delivered, all the managers felt they would use the skills at home as well as at work. After it, the charity found that managers were not only better equipped to manage conflict, but also modelled the skills for their staff. The training resulted in money saved, an improved working environment, increased productivity and enhanced staff morale
While we will never agree with everyone, we can get better at disagreeing and learn “to handle negativity with more elegance” (as one of my participants said).
Research has shown the huge negative impacts of badly handled disagreements: damaged relationships, damaged careers, loss of productivity and deterioration of physical and mental health.
On the other hand, people who learn to turn confrontations into conversations are happier, healthier and more successful.
What is Conflict Management Training?
When there’s conflict and tension, the goal isn’t to abolish it, but to navigate it in ways that prevent damage and inspire deeper consideration of solutions. The goal is to disagree better. Tammy Lenski
All my courses consist of 3 parts: understanding our reactions, the impact of our actions and tools and strategies that we can use to control our reactions. The skills and techniques taught are based on research (neuroscience and psychology). They are simple and easily implemented in any situation. Because courses are interactive, participants leave with tools that they can start using straight away.
Anyone can master the basic principles and skills –from tots to those at the end of life, from illiterate clients to postgraduates. I adapt the courses to fit the audience.
Each participant receives handouts or e-books which reinforce the training. Some courses also include a printed copy of my book Conflict First Aid: How to stop personality clashes and disputes damaging you or your organisation,
Short workshop titles
- Complaints to Compliments managing staff mindsets
- Conflict First Aid https://
- Stay Silent or Speak Up
- Changing People Who Don’t Want to Change
- Taming The Tiger Within (harnessing & managing anger)
- Setting and Maintaining Standards/Boundaries
- Saying No Nicely
- Toolkit for Tortoises (learning to speak up effectively in conflict)
- Nonviolent Communication
- Wade in or Walk On? Whether or not to intervene in potential/actual conflict
- Conflict management skills
Extended Workshops (3 hours with break)
I design longer courses around the needs and culture of your organisation or clientele. First, I listen to what the organisation is hoping to achieve, their budget and timescale. Secondly, I suggest some key topics with a range of others which might be of interest. Finally, I prepare a proposal.
For instance, Conversations not Confrontations was specifically designed for conflict management training of a group of senior managers in a charity. It comprised three 3 hour modules with additional exercises and support material. The first module covered managing themselves in conflict. Then, the second dealt with managing others in conflict. Finally, the third covered how to prevent damaging conflict and minimise negative impacts.
When you provide employees with conflict management training, you reduce stress, improve productivity, save hassle, expense and time. In conclusion, training to manage conflict better is a sound investment that will pay off handsomely in the future.
If you would like to discuss how I can help, contact me. A no-obligation free confidential consultation with me will help you understand how to manage conflict better.