TrainSMART helps your team resolve conflict successfully and produce a win-win outcome.

Are you looking to improve your team’s conflict-resolution skills? Look no further! Our training program can help your team learn to handle conflicts effectively and positively in the workplace.

Conflict is a natural part of life and can be a positive force for personal growth and development. But, when conflicts are not adequately resolved, they can lead to negative energy, hurt feelings, and damaged relationships. That’s where we come in.

With TrainSMART’s employee conflict resolution training, your team will gain the necessary tools to resolve conflicts and achieve mutually beneficial outcomes. Don’t let unresolved conflicts hold your team back—register for a custom-tailored training today!

Target Audience

TrainSMART’s Conflict Resolution Training is for employees who need additional skills to manage conflict situations, managers and supervisors who need to coach and mediate conflict with employees, and executive teams who need to reach a consensus. 

The Problem

  • Stress and frustration caused by unresolved conflict
  • Misunderstandings due to unclear communication
  • Different communication dynamics prevent teams and individuals from working together
  • The time it takes to resolve conflict can derail deadlines and projects
  • Emotional reactions to conflict situations
  • Meetings that never reach a conclusion

The TrainSMART Solution

  • Learn what conflict is and how it can escalate
  • Learn the types of conflict and the stages of conflict
  • Learn the five most common conflict resolution styles and when to use them
  • Learn how to increase positive information flow through non-verbal and verbal communication skills
  • Learn effective techniques for intervention strategies
  • Learn ways to manage conflicts to enhance productivity and performance

Conflict Resolution Training Outline

Defining Conflict In The Workplace

Conflict in the workplace occurs when there are disagreements or opposing viewpoints that create tension between individuals or groups. It can arise from various sources, including differences in goals, values, or communication styles. Understanding the nature of workplace conflict is crucial for effective management and resolution.

Types of Conflict In The Workplace

Workplace conflicts can be categorized into several types, such as interpersonal conflicts (personality clashes), task-based conflicts (disagreements over work processes), and value-based conflicts (differing beliefs or ethical standards). Recognizing these different types helps in applying appropriate resolution strategies.

Open Conflict vs. Hidden Conflict

Open conflicts are visible disagreements that are openly expressed, while hidden conflicts are underlying tensions that aren’t explicitly addressed. Both types can impact workplace productivity and morale. Identifying hidden conflicts often requires attention to subtle cues and changes in team dynamics.

Spontaneous and Reflective Action

Spontaneous actions are immediate, often emotional responses to conflict situations. Reflective actions involve taking time to consider the situation before responding. Shifting from spontaneous to reflective action can lead to more constructive conflict resolution outcomes.

The Johari Window

The Johari Window is a tool for understanding self-awareness and interpersonal relationships. It consists of four quadrants: open, hidden, blind, and unknown. This model can improve communication and increase self-awareness in conflict situations.

Stages of Conflict

Conflicts typically progress through several stages, including latent (potential for conflict exists), perceived (parties recognize the conflict), felt (emotional responses occur), manifest (conflict is expressed openly), and aftermath (resolution or ongoing tension). Understanding these stages helps in early intervention and effective management.

Creating the Win/Win

A win/win approach to conflict resolution aims to find solutions that benefit all parties involved. This involves moving beyond compromise to creative problem-solving. It requires open communication, empathy, and a willingness to explore multiple options.

Conflict Resolution Style Questionnaire

This assessment tool helps individuals identify their preferred conflict resolution style (e.g., competing, accommodating, avoiding, collaborating, compromising). Understanding one’s default style and its strengths and weaknesses can lead to more flexible and effective conflict management.

The Role of Communication in Conflict Resolution

Effective communication is crucial in resolving conflicts. This includes clear expression of thoughts and feelings, active listening, and the ability to give and receive feedback constructively. Good communication skills can prevent misunderstandings and facilitate resolution.

Active Listening Skills

Active listening involves fully concentrating on, understanding, and responding to the speaker. It includes techniques such as paraphrasing, asking clarifying questions, and providing non-verbal attention cues. These skills are essential for understanding different perspectives in a conflict.

Paraphrasing Skills

Paraphrasing involves restating what someone has said in your own words. This skill demonstrates that you’ve listened to and understood the other person’s point of view. It can help clarify misunderstandings and show empathy during conflict resolution.

Powerful Questions

Powerful questions are open-ended inquiries that promote deeper thinking and exploration of issues. They can help parties in conflict gain new insights, challenge assumptions, and move towards resolution. Learning to ask effective questions is a valuable skill in conflict management.

Body Language

Non-verbal communication plays a significant role in conflict situations. Understanding and effectively using body language can help convey openness, empathy, and a willingness to resolve issues. It’s also important to be aware of cultural differences in non-verbal cues.

Pre-Assignment Review

Participants often complete pre-work before attending conflict resolution training. Reviewing this material helps reinforce key concepts and allows participants to apply the learning to their workplace situations.

The Conflict/Opportunity Test

This concept involves reframing conflicts as potential opportunities for growth, innovation, or improved relationships. Individuals can approach resolution more constructively by assessing the potential positive outcomes of addressing a conflict.

Conflict and Its Resolution

This section covers various conflict resolution models and steps, such as the interest-based relational approach. It provides a structured process for addressing and resolving workplace disputes.

Helping Others Through Conflict

Managers and team leaders should develop skills to assist others in resolving conflicts. This includes mediation techniques, coaching skills, and creating an organizational culture that views conflict as an opportunity for growth and improvement.

Need Conflict Resolution Training?

Ready to discuss your conflict resolution training needs for your employees, managers, and leaders? Schedule a 30-minute call, so we can learn more about each other and determine if we are a good fit. This is a no-obligation consultation. We look forward to hearing from you. Call us at 800-807-8030 or fill out the form below.