The Conflict Management Journey

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

CMP's Conflict Journey Graphic

The conflict management training made me think more ‘outside the box’ re: supervision or dealing with issues, being more honest and direct.

Conflict Management Training Delegate, Senior Admin AssistantStaffordshire & West Midlands Community Rehabilitation Company

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.

Mediation Skills Training Delegate, Training and Skills CoordinatorShetland Islands Council

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.

Coaching Recipient, Senior ManagerTransportation sector

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.

Dignty and Respect Training Delegate, HR Diversity AdvisorCambridge City Council

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.

Conflict Management Skills Training Commissioner, Head of Learning and DevelopmentLondon and Quadrant Housing

CMP’s training for Anti-Harassment Supporters enhanced my skills and has enabled me to add value to my organisation’s core activities. CMP were good value for money, I would definitely use CMP again and recommend them to others.

Harassment Advisor Training Delegate, Service ManagerChildren's Society

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.

Conflict Management Skills Training Delegate, HR ManagerSue Ryder Care

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.

Coaching Recipient, Senior ManagerTransportation sector

The conflict management training gave a good knowledge of how to deal with conflict within teams or conflict between staff and management.

Conflict Management Skills Training Delegate, HR ManagerRNID

CMP is a very good company to do business with, all of our objectives were clearly met for very good value, all aspects of communication were fantastic and we would definitely recommend them. We did not want an off the shelf package for bullying and harassment training, but we didn’t know what we needed either. CMP provided professional credibility, expert support, and great flexibility to tailor the workshops to meet our requirements.

Dignity and Respect, Manager Skills and Bespoke Conflict Management Training Coordinator, Workplace coordinatorBedford Borough Council

Making dispute resolution work in your organisation

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.

How to make DR work at work