Please scroll to the bottom to see testimonials and case study
The benefits associated with an organisation’s proactive approach to conflict prevention are significant.
Here at CMP Resolutions we are lucky – we spend a good proportion of our time with clients on conflict prevention work. We’d like it to be more, because we also see a great deal of the human misery and financial costs that result from unmanaged workplace conflict.
And we’re not just driven by a human desire to spread happiness across the workforce by building the capacity of UK plc to manage disputes constructively – we know that investment in conflict management pays handsome returns. A recent client has realised a return of £2.32 for every £1 they spent in their first year of equipping their organisation to manage conflict more proactively.
Please feel free to use our ‘back-of-the-envelope’ Cost of Conflict calculation to estimate what conflict is currently costing your organisation, and kick-start your business case for investing in prevention.
CMP Resolutions has helped its clients to identify and implement a cost-saving approach to conflict prevention in a variety of ways:
- Training line managers to hold difficult conversations earlier and more effectively
- Raising organisational sensitivity to bullying and harassment issues
- Acquiring the leadership and management skills to managing change more positively
- Setting up and implementing internal mediation services
- Establishing confidential harassment adviser services to capture and manage issues before they escalate
- Improving the robustness of internal HR investigations
An organisation that is sensitive to, and equipped for, dispute resolution – what CMP calls ‘conflict competent’ – is one that adds value to its employee relations, as people feel able and encouraged to raise difficult issues and access the latent benefits of conflict, through constructive dialogue, rather than suffer the inherent costs.
Our conflict journey/joined up OD model
Our SMT found the training extremely helpful. The mediation training programme was customised to meet our specific needs and we were pleased with the balance of theory, case studies and role play, which enabled us to test our new mediation skills in a safe environment.
I found the conflict coaching extremely helpful during a very difficult time for me personally and at work. The coach was very patient with me and gave great feedback. It has enabled me to re-evaluate my responsibilities and focus on the positives. I use the tools and techniques discussed on a daily basis, which has enabled me to hold complex meetings professionally and with confidence.
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 front-line housing staff regularly face challenging and potentially threatening situations. We engaged CMP to equip our staff with appropriate skills to meet these challenges and defuse threatening situations. Their professional approach and participative style have always been well-received and have contributed to the first-class customer service we aim to deliver.
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.
Since my coaching, I have received feedback from my colleagues of a noticeable improvement with me taking the lead and gaining results. I have recommended these sessions to colleagues and believe it should form part of all managers’ on-going training and development.
The conflict management training gave a good knowledge of how to deal with conflict within teams or conflict between staff and management.
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.