This conflict management training is designed to help you prevent unnecessary conflicts, and to quickly deal with those conflicts that do occur.
DurationWhat is Conflict Management Training?
This conflict management training is designed to help you prevent unnecessary conflicts, and to quickly deal with those conflicts that do occur.
We show you how poor communication leads to misunderstandings and conflict and how we can reduce the number of conflicts by improving the quality of communications.
But when conflicts occur, or if we have to manage instances of unacceptable behaviour, or poor performance, then we must act quickly, because poorly managed conflicts can grow to costly disputes.
You learn how to manage conflicts in a professional, objective and expert manner and how to avoid the negative emotions commonly associated with conflicts.
When you finish this course, you will know exactly how to minimise and quickly resolve conflicts.
Conflict Management Training Course Overview
The course is split into two parts: Morning and afternoon.
AM Managing conflicts based on disagreements of ideas and opinions.
PM Resolving conflicts based upon poor performance issues or unacceptable behaviour.
The morning session covers how to resolve conflicts based on a clash of ideas, opinions and personalities.
We learn how to improve the quality of our communication and how to avoid conflicts caused by misunderstandings.
We show you how to present your thoughts in a clear, rational and positive manner. We learn how to handle negativity and cynicism, and social bullying.
We learn how to de-escalate situations; how to avoid losing your temper and how to influence situations with positive suggestions, being sure to always leave every interaction on a positive note.
The afternoon session deals with conflicts arising from poor performance, or unacceptable behaviour. We learn why, when in conflict we use objective factual language, not subjective emotionalised language.
We learn how to deal with conflicts rationally, not emotionally. How to objectify the situation using facts, rather than feelings. Distinguish reasons from excuses and then find a solution to the conflict and gain their commitment.
We discuss how body language, voice tones and timing affect conflict, and how to get it right. We learn when to compromise and when to “stand your ground”.
We will also cover how to be assertive without ever being aggressive. And we finish on how to use appreciation and praise to reinforce correct behaviours.
When you finish this course, you will know how to effectively handle conflicts.
Soft Skills Training
Soft skills training is the name given to panoply of skills that will help you to inspire a positive response from everyone you work with.
"Soft skills" is a generic term that denotes many subset skills, meaning that there are many skills falling under the general heading, "soft skills".
They Include:
Communication skills - The proper use of your words.
Conflict management skills - The proper way to handle emotional situations.
Proper use of non-verbal communication skills.
Motivation - The proper way to inspire action.
Soft skills are vital skills because you need to manage the behaviour of other people.
Leaders and managers especially need to be master practitioners of the soft skills because they need to get the maximum quality and quantity of work done, by the team, in the minimum amount of time and effort. Unfortunately, some managers are not good at handling people: they are renowned for their lack of skill at handling people.
Here are some specific notes on how to improve your soft skills.
1. Communication skills
You need your communication to be clear, convincing and memorable.
Above all your communication needs to be clear and distinct; meaning, that other people must understand you.
They don't always have to agree with you, but they must understand you. You must be able to make your message understood.
In order to be clear and distinct, you need to work out the main gist of your message in advance.
Before you speak, THINK!
Decide what exactly you are trying to make the other person believe is true.
Then say it clearly: use exact language.
Convincing: Let us assume that you are clear, so they understand what you mean, but they don't necessarily agree with you.
Ideally they should understand you and agree with you.
You want that
Now they know what you think, your second task is to give them reasons to believe.
This conflict management course shows by understanding the causes of conflict and how to manage it,
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