Train managers and directly decrease your cost of conflict
Our CMP model shows the business case for investing in ‘Preventing’ conflict rather than ‘Closing’ conflict. Put your investment where it really adds value – at the ‘Prevent’ layer, and you will prevent the need for mediation, and costly investigations.
Conflict can be good for business!
Roffey Park (Report, 2013) found over 50% of managers believe conflict leads to animosity, reduces productivity, diminishes trust and creates ineffective working groups. And over a third agree conflict fosters new ideas and solutions, and stimulates creativity and imagination.
But are managers doing the best they can?
Managers spend 30% of their time managing conflict, which is a large proportion of your salary bill and if they are not using this time effectively, that’s a great deal of lost value.
The CIPD Conflict Management Report 2007 found “only 3% of employers rate their managers as ‘excellent’ in managing conflict” and “only 37% provide training for their line managers in conflict resolution skills, in spite of their central role in resolving conflicts at an early stage and preventing disputes from escalating.” But remember that the behaviour of your line managers has the most effect on your success in tackling bullying and harassment at work.
Support them with focused and expert training
Our ILM Endorsed 1 and 2 day programmes are delivered in 2-hour modules to minimise disturbance from work and the level and challenge of our training is determined by the context and experience and grade of the attendees.
The practitioner clearly had both a great depth of knowledge and augmented this with a wealth of experience. This resulted in a very rich syllabus and maximised my learning. I found their delivery style confident and respectful of the students. The draft report the practitioner provided is a usable template that I think will enable me to conduct an investigation and most importantly produce a legally robust document. This is why I would put this course in my top three for quality of education.
The facilitation for HR training was excellent both in terms of the content and the trainer who was professional and very knowledgeable. Some aspects of the training were specifically tailored to meet our particular needs and the learner feedback was extremely positive.
Opened up a new way of viewing conflict at work and in everyday life.
The conflict management course was thought provoking and applicable to very many situations with very useful theory and practice. The trainer was very engaging, an excellent facilitator, related well to the group, had an excellent personality and made the training interesting and a positive learning experience.
CMP created a bespoke a 3 hour workshop on Managing Conversations for us. The session was to get staff to think about conflicts and why they arise and then to provide them with some skills on communicating effectively and build confidence in being assertive in challenging difficult behaviour. Staff were thrilled about the workshop and the skills that they were able to develop in this time.
This course gave me really good skills that will enable me to perform my day to day role with a new attitude to dealing with conflict.
CMP delivered intensive bespoke conflict management training to 200 managers, to achieve a significant boost to managers’ confidence and skills in managing transition during a time of change, and contributing significantly to achieving the organisational goal of preventing and managing bullying and harassment. CMP listened to our needs and worked with us to develop a course that satisfied our requirements.
[tabs tab1=”What managers learn” tab2=”Business benefits” tab3=”Our other courses” layout=”horizontal” backgroundcolor=”” inactivecolor=””]
- To take control of their own behaviour
- To challenge inappropriate behaviour in others
- To work collaboratively to resolve matters which are causing friction
- The interpersonal skills to effectively prevent escalation of the day-to-day workplace conflicts, misunderstandings and tensions.
- Basic mediation skills so that they can run a mediation-type meeting
- Workplace bullying and harassment and the manager’s role in preventing these behaviours.
- Understand their responsibility for managing early conflicts at work
- Manage their own behaviours so as to avoid inadvertently exposing themselves to bullying or harassment allegations
- Understand how to handle challenges made directly to them
- Use new ways of being more confident and assertive when challenging inappropriate behaviour and raising difficult issues with people
- Help people resolve their differences early and without escalation by using a structure and basic skills to run a ‘mediation’ session
- Know when to recommend formal mediation
- Support their employer to manage the risk and cost of conflict at work
- Persuasion and Influencing Skills – managing upwards and outwards
- Managing Difficult People on the Telephone and by Email
- Personal Safety and Conflict Management at Work
- Responding to Aggressive Situations
- Constructive Complaint-handling