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
A very informative and useful course that should be part of core management training.
The Foreign and Commonwealth Office was pleased to award the Tender to CMP to provide training for First Response Officers as a contact point for colleagues who feel that they may have been bullied, harassed or discriminated against. Delegates fed back “I loved the training! I have learnt an awful lot. The trainers are very open and interesting – and they know the subject matter very well. It has been a wonderful experience.”
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 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.
My sessions were very helpful to me, particularly as the coach had an easy manner and good sense of humour, which facilitate open discussion. They enabled me to explore sensitive issues in an objective but supportive environment and consider how I might do things better.
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.
I would wholly recommend courses from CMP without reservation to any organisation, large or small, who want to utilise the talents of their own people for the good of both themselves and their organisation. It is easy to see why CMP are a market leader in both training delivery, investigation and resolution of conflict.
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.
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.