Conflict Management ON DEMAND

Overview

Conflict in the workplace is an inevitable challenge that, if left unresolved, can escalate, disrupting productivity and causing considerable harm to an organization’s dynamics. Differences in opinions on project management, employee promotions, or investment decisions can quickly spiral into major disputes, leading to significant costs like employee turnover, lost customers, legal fees, and reputational damage. The key to preventing these detrimental outcomes lies not in avoiding conflict but in managing it effectively. Yet, many professionals lack the necessary skills to handle workplace conflicts constructively, leaving them vulnerable to the chaos and costs that unresolved conflicts can bring. This comprehensive course is designed to equip participants with the knowledge and tools to manage workplace conflicts effectively. It delves into understanding the various causes of conflict, the ramifications of not addressing it timely, and effective techniques for resolution. Participants will learn how to identify and mitigate the effects of conflict spirals, understand the implications of ignoring conflicts, and recognize conflict-related turnover. The course also covers strategies to resolve specific conflict situations, including handling project-related disputes, dealing with angry employees, and navigating business partner conflicts. By mastering these skills, participants will be able to maintain a productive and harmonious workplace, minimize the costs associated with unresolved conflicts, and foster a culture of effective communication and problem-solving.

Highlights

Conflict identification. Conflict management alternatives. Conflict assessment. The conversation. Conflict situations. Project conflicts. Conflict prevention and positive outcomes.

Prerequisites

None.

Designed For

CPAs, CFOs, controllers, leaders and managers.

Objectives

Recognize the effects of a conflict spiral. Specify when it is possible to ignore a conflict, as well as the negative effects of doing so. Recognize when conflict related turnover is most likely to occur. Specify the situations in which a conflict may not be triggered by individuals. Describe the styles people use when they engage in conflict. Cite the conflict styles of different types of companies. Recognize the arguments on both sides of delaying a conflict discussion. Describe the means by which a tense situation can be deflated. Recognize the objectives behind asking questions. Specify the benefits and problems associated with various conversational gambits. Describe the means available for dealing with angry employees.

Preparation

None.

Notice

None.