Conflict Management: From Turmoil to Trust

Conflict Management: From Turmoil to Trust

Conflict is a creative process, but it doesn‟t always seem like one. Leaders tend to avoid it at all costs instead of seeing it as it is: a flag raised to tell you that people are experiencing anxiety due to some change or unfulfilled expectation. It does not have to be tumultuous or time consuming. When conflict occurs it is a behavioral indicator that confusion exists, fear abounds, there is an imbalance in power, egos are frayed, or interactions are based on misperceptions about a person, process or proposed change. Conflict can arise between individuals, or emanate from within teams due to communication, decision-making, problem solving process or other dynamics and protocols. In some cases organizational structure, operations, or leadership dynamics may be the cause of perennial conflicts. If the organization has moved off-center and lost its mission, vision and values, or if change is occurring too fast an organizational intervention is necessary.

The issue is that we should not seek to avoid or eliminate conflict but redirect it so that we can understand its root causes and thus engage in corrective action and change for the better. The program creates a safe environment that is thought provoking, self-assessing, motivational and informative to help participants:

  • Develop an understanding of how and why conflict occurs within individuals, groups, and organizations
  • Understand conflict management styles and how each can help or hinder problem resolution processes
  • Understand how organizations can use our OCD model to reduce and prevent conflict
  • Discern the underlying causes for conflict on teams
  • Assess organizational policies, practices and procedures that may promote conflict and confusion
  • Assess leadership decisions, behaviors, statement and styles, that, though well-intentioned, can unexpectedly produce conflict
  • Reframe how people see others who they are in conflict with as mirrors of their own anxieties, desires, impulses and fears…and how they can appreciate the other person as the messenger of new learning, insight and growth
  • Identify the deceptive, passive-aggressive or manipulative behaviors and actions by individuals that can promote conflict
  • Understand how to maintain calmness and coolness in the midst of conflict simply by turning to the “I of the Storm” and making agreements with yourself in advance.
  • Determine protocols and institutional practices that promote harmony and community at work
  • Create mediation processes that can be used to resolve conflicts
  • Learn about organizational programs that focus on creating and maintaining peaceful environments at work

In addition some conflicts may be the result of changes taking place or anxiety about changes on the horizon. They may be triggered by miscommunication or misunderstanding of personalities and work styles. If any of these are at a conflicts root then training in change management, effective communication or personality profiling may be just what the team or organization needs.

Time Frame:
1 day

Group Size:

open to all

interactive & experiential utilizing large group activities, small group dialogues, and didactic lessons designed to guide the participants in their assessment of self and issues relevant to their ability to correctly perceive issues that underlie conflict situations; assessment of organizational policies and practices that lead to conflict and resistance to change; and determination of appropriate behaviors, attitudes, skills and knowledge necessary to mediate conflict and promote change.

Client pre-requisites:
teleconference or meeting to assess current changes and conflicts


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