- Determining a benchmark against which to measure the success of your efforts
- Identifying the indicators that matter most to your organisation
- Objectively reviewing the conflict culture from top to bottom
- Taking action at every level – from top, to bottom – which, collectively, shifts your conflict management processes up a gear so that they support a dialogue-based culture
If you really want to close complaints, the best way is to prevent low-level conflicts from becoming negative and nasty.
Any approach to conflict management should include:
This conflict management training was far and away the best training I have had on the subject and some of the best training that I have had in my 10 years with Sue Ryder. I recommend that it is seen as a priority for all managers as the course was relevant to anyone who manages people or finds that they need to mediate between people.
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.
The mediation skills training gave me the opportunity to explore my own responses to conflict and learn ways to manage, reflect back what is being said, and start to move towards a resolution, providing me a very good role model for mediation.
A very informative and useful course that should be part of core management training.
The dignty and respect training was very successful and the delegates have found the skills and learning incredibly useful. CMP continue to be supportive, with feedback on our advertising of the service and suggesting ideas to improve awareness.
Our SMT found the training to be extremely helpful. The programme was customised to meet our specific needs. We were pleased with the balance of theory, case studies and role play, which enabled us to test our new skills in a safe environment.
Informative, thought provoking and inclusive…Good delivery honest, grown up attitude. I liked the trainer’s style!
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.
The trainer was enthusiastic and CMP “got” our business well. Everyone rated the trainer very highly. I’m glad we made the decision to bring this into the business: it has helped our HR people feel more empowered to act. I’m sure we will find this very useful.
The vast majority of interpersonal conflict at work never reaches an employment tribunal but just silently reduces performance, disengages employees, and costs hidden sums employers can ill afford.
To change the culture of conflict at work needs more than employers setting up a mediation service: what is needed is an investment in building workplace conflict competence. This paper introduces the changes you should consider making to reduce the wholly unnecessary cost of conflict to your organisation.
An overview – and a quiz to assess where your organisation sits