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Conflict & Stress Management Training - HRDQ

Conflict & Stress Management Training

Stress costs U.S. firms $200 billion each year in poorer productivity, employee turnover, medical insurance, and other stress-related charges. Taking all of this into account, managing stress probably is the most important task for your organization nowadays.

Conflicts in the workplace are another acute problem. Different personalities, work methods, and opinions cause workplace conflicts. Although today’s working culture is strongly associated with tolerance and inclusiveness, it may be hard to accept all the opinions and calmly resolve all kinds of disputes. Unfortunately, quite often, conflicts are mismanaged. Workplace problems tend to be addressed by avoiding them, hoping they will go away, or by indirect tactics, such as complaining to colleagues or superiors.

Conflict resolution training for managers helps parties resolve disagreements. When a problem arises, it's important to face it head-on and settle it as soon as possible.

Conflict Management Training Materials

Conflict Strategies Inventory is a soft-skills training program that can help you identify an individual's preferred conflict strategy and develop an actionable plan to better manage conflict in the workplace.


Team Conflict Strategies Inventory shows team members how to use effective strategies for handling conflict. Working through conflict effectively affords new learning opportunities and eventually deeper, more productive relationships.


Resilience: How to Keep Going When the Going Gets Tough teaches participants how to rebound from adversity, build self-esteem as a foundation for resilience, establish connections to create a support network, and develop the ability to accept and embrace change.

More about Conflict & Stress

Managing Conflict in the Workplace

By definition, conflict involves at least two parties and occurs when people with contrasting goals come in contact with one another. At the end of the conflict encounter, the goals of each party are either met or not met. The key is to understand the stages of conflict and to use the right strategy to maneuver the encounter so both parties are satisfied and a resolution is reached.

Understanding Conflict Strategies

There are two stages in each "conflict encounter." These stages include the conflict itself and the outcome. There are five conflict strategies that can be described in terms of these two stages:

Integrating is different from the self-centered orientation of the other four strategies. The goal of the Integrating strategy is to manage conflict through collaboration. It’s solution-oriented and based on open communication.

  • The compromising strategy consists of giving in to one need in order to get another satisfied. A compromise is achieved when the parties reach a solution that involves the least amount of individual loss. A give-and-take occurs and the parties arrive at a mutual "middle ground."
  • The competing strategy creates a win-lose situation. It's a forceful way of ensuring the achievement of one party’s goals only. This strategy disregards the needs of the other person and moves toward the satisfaction of one’s personal goal. Competing could be effective when there is a less significant situation that requires fast action, but this strategy generally yields short-term gains at the expense of long-term sacrifice.
  • The smoothing strategy involves giving in to the other party so they can achieve their goals instead of focusing on your own needs. By giving in to the other party, the “smoother” give up one thing in the hope of getting something else. When someone chooses to be the smoother, they risk people considering them a pushover—and it is more difficult for them to reach their own goals.
  • The avoiding strategy is often referred to as an act of withdrawing. It is used to steer clear of an approaching conflict or to remove oneself from an existing conflict situation. The avoided ignores the entire conflict situation at the expense of their own needs and the needs of others. This strategy is very ineffective and is often part of ineffective leadership.
  • The integrating strategy is extremely useful in complex situations. It’s very effective when parties involved in the conflict must work together in the future, which is quite common in the workplace.

The Most Effective Strategy

The most effective conflict management strategy is the integrating strategy. When using this strategy, the solution for the conflict is mutually beneficial to all parties involved, is oriented toward the goals of the organization, and contains a long-term focus. Both parties solve the conflict and leave with positive feelings about the way their needs and goals were treated.

Reduce Conflict & Stress

A well-planned training program can go a long way to help reduce conflict and stress in the workplace. Explore our conflict and stress management training materials for solutions to help team members understand effective conflict management strategies and apply them in their daily interactions.

HRDQ offers a range of effective conflict management training courses to help organizations reduce and manage conflict and stress in the workplace. These assessments, courses, and activities can help you to promote stress-positive behaviors and boost productivity. Shop today!

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