Target Audience

Directors, managers, HR specialists and team leaders.
Programme Standards

- Maximum 8 attendees
- 90 days of one to one support
- Handouts
- Programme director/s with at least a Masters Degree in the subject
- Convenient morning timings or in-house at any time for a minimum of two bookings
- Can be configured to address a number of professions and industry sectors

Price

EUR495 ex VAT per participant.
Conflict Resolution Management for Directors and Managers Masterclass

Do you manage teams with conflicting views, interests or abrasive relations?
Do you shy away from addressing any internal conflicts?
Do team/individual conflicts sap down your energy as a leader?
Do you find conflict management a challenge?

If you answer yes to any of the above or find conflict management a personal challenge you are not alone. 90% of leaders and senior managers list conflict management as a challenging task.

Learning Targets
This masterclass will provide attendees with

Understanding the Root Cause of Conflicts in a work Environment
Tools, Frameworks and Models for Mediators, Directors and Managers
The Psychology of Conflict Management
Emotional intelligence and Conflict Management
Assertiveness and Mediation
Conflict resolution strategies
Conflict resolution skills-sets
Cultural aspect of Conflict Management
Conflict-Free Organisational Setups.

Topics Covered

​Understanding the Root Cause of Conflicts in a work Environment
Effective communication is essential for resolving conflicts. We look at how to be able to listen actively, expressing  clearly oneself, and ensure that everyone involved in the conflict has the opportunity to be heard.

Conflict and Communication Deficits
Active understanding can help to avoid misunderstandings and we will see how to manage the process of active understanding by using active understanding techniques and skills.

Interactive Teamwork
Team collaboration is not a one-off session, it is a culture. We look at how to cultivate such a culture to maximise mutually beneficial solution to a conflict. This approach requires a willingness to compromise and a focus on shared goals.

Tools, Frameworks and Models for Mediators, Directors and Managers
We look at five popular frameworks/programme which can be used in conflict management and resolution to facilitate the process of conflict resolution as swiftly as possible.

The Psychology of Conflict Management
We will look into the psychology of people involved in a conflict and how to manage these positions in order to build a resilient process of compassion, values and empathic culture within your teams.

Emotional intelligence for Conflict Management
Using Emotional Intelligence to  create awareness of the power of your own emotions and those of others  involved in any conflicts. It can help you manage your own reactions to conflict and respond to others in a productive way.

Assertiveness and Conflict Management
Being assertive means expressing your needs and opinions clearly and respectfully. It can help prevent conflicts from escalating and ensure that your perspective is taken into account.

Mediation as a Conflict Management Tool
We look at mediation and how it can bring in a neutral third party to help resolve a conflict. This can be particularly useful when emotions are high or when the parties involved are unable to communicate effectively.

Conflict resolution Strategies
There are many different strategies for resolving conflicts, including problem-solving, compromise, avoidance, and smoothing. We will review how to use them to address the different types of conflicts that can arise for directors and managers.

Conflict Resolution Skills-Set
We review a number of conflict resolution skill-sets including active listening, problem-solving, negotiation, mediation, and communication skills. Managers need to develop these skills to effectively resolve conflicts.

Cultural Competence
Cultural competence involves understanding and respecting cultural differences. It can help managers avoid misunderstandings and conflicts that arise from cultural differences.

Conflict Free Organisational Setups
We finally see what systems, frameworks and cultures do we need to cultivate in our organisation in order to minimise the chance of future conflicts, or if they arise how to deal with them swiftly before they escalate and become toxic events.