Managing Conflict at Workplace

Whether we enjoy a lively debate or we prefer to suppress our feelings over disagreements, most of us struggle with conflict at work. Every day we navigate an office full of competing interests, clashing personalities, limited time and resources, and fragile egos. We may agree with our colleagues on common goals but may differ on the process of achieving the goals. We work differently. We rub each other the wrong way. We jockey for positions.

This program is about how to address conflict to improve both – your work and your relationships. Is that possible? You start by identifying whether you seek or avoid conflict, identify most common reasons for disagreement, and knowing what approaches work for what scenarios. You then plan and play out a constructive conversation.

Constructive conversations require you to be skilled in articulation, listening, influencing and negotiating. Managers who learn the science of persuasion, and master this art of influencing and negotiation, benefit themselves, the other party, and also the organization. The results are most dramatic in times of change. When there is chaos and everyone is attempting to figure out their act, the possibility of creative outcomes and innovation become most distant or most possible, depending on whether or not you have the skill of managing chaos to build capability, and to convert conflict and confusion to enduring and positive change.

Pedagogy

Perfect blend for honing knowledge, emotional intelligence and skill: No learning is complete until the learner acquires a right mix of knowledge, emotional context and skill. Managers with clear theoretical underpinnings and access to research based strategies and models, can diagnose situations and people to get better clarity of thought. And managers with the skill to play out the most desirable plan are able to harvest the knowledge for real results. This program is designed to provide research based knowledge and practice oriented sessions for skill development and learning by doing.

Multiple pedagogical tools for 360-degree learning: Learners absorb information from all sensory organs, though each one may have different or more predominant preferences. We employ multiple techniques to ensure the learning is delivered for all kinds of learners – be they visual, auditory or kinesthetic. Simulations, Conflict Role Plays, Video guided sessions and feedback, self-diagnostic instruments, Case Studies and film analysis will be employed to deliver learning to adapt to our learner’s preferred learning styles.

Active learning and Cementing: Blended learning, and flipped classroom approach encourages an active learning style. It thereby ensures higher application of learning. Pre and post class reading material are made available to participants to cement the learning. Online materials are made available to ensure participants can get easy access to materials even after the program is over.

Learing Outcomes

On completion of the program Coachee will be able to:

• Identify the source of conflict
• Evaluate the possible approaches to resolving a given conflict
• Recognize their predominant conflict management style
• Understand and appreciate the players and larger context
• Listen effectively, assert their view point and have a constructive dialogue
• Build and rebuild trust
• Handle common and difficult situations