Conflict Resolution Training

What Is Conflict Resolution

Conflict resolution is a way for two or more parties to settle a dispute. The argument may be about something personal or business matters. The best course of action in a dispute is to address it head-on and try to come to an understanding. Effective conflict resolution training in the workplace improves team performance and provides great results like:

• creation of better solutions,
• better productivity,
• improved problem-solving skills,
• healthier employer-employee relationship.

Conflict Resolution Training 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.

What You Will Learn on the Conflict Resolution Course

• Determine the elements causing disagreements or tough conversations, taking into account both your perspective and those of the other person.
• Use simple questioning tactics to validate your conflict analysis.
• Recognize how conflict types affect situations and strategically choose the best course of action.
• Identify the issue, the parties involved, and the standards for a satisfactory settlement.
• Determine the disputes and performance concerns that require more forceful intervention.
• Practice having difficult conversations with politeness and promoting fruitful outcomes.
• Find the necessary follow-ups for difficult conversations.

Who Will Benefit from Taking the Course

The training in conflict resolution is perfect for:

• Organizational leaders and human resource specialists who are in charge of training and development.
• External mediators and training experts who wish to share the information from the course with clients.

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

A well-planned conflict resolution training program for employees can go a long way to help reduce conflict in the workplace. Explore our conflict resolution 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 resolution training resources for managers to help organizations reduce and manage conflict in the workplace. These assessments, courses, and activities can help you to promote stress-positive behaviors and boost productivity. Shop today!