This soft-skills training program can help you identify an individual's preferred conflict strategy and develop an actionable plan to better manage conflict in the workplace.
Conflict & Stress Management Training Materials
Workplace stress costs U.S. employers an estimated $200 billion per year in absenteeism, lower productivity, staff turnover, workers' compensation, medical insurance and other stress-related expenses. Considering this, stress management may be your organization's most important challenge of the 21st century.
HRDQ offers a range of effective conflict management training materials 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!
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.
This RTL title 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.
Learn More about Conflict...
Managing Conflict in the Workplace
Conflict is common in the workplace, and three out of four American workers describe their work as stressful. Work-stress related to inter-personal relationships, unclear supervision, conflict among team members, or fear of conflict can cause stress—and the economic consequences are alarming.
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 than 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.
Compromising consists of giving in on 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” gives 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 avoider 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 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.
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.
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.
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A combination of self-assessment and workbook, Conflict Strategies Inventory successfully improves an individual's ability to handle con...View full detailsfrom $12.50
Dealing With Conflict (DCI) is a conflict management self assessment tool for employee and management development training. This simple and eas...View full detailsfrom $65.00
Overview Deliver the same team-building lessons Patrick Lencioni himself has delivered to hundreds of organizations. The Five Dysfunctions of a Tea...View full detailsfrom $12.00
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Conflict, change, and stress are a regular part of everyday organizational life. The key to employee survival is resilience, which is th...View full details$599.00
While acknowledging common sources of conflict, this entertaining video provides eight specific, reliable solutions: skills that help y...View full details$275.00
There are no quick fixes to issues like employee performance, personality clashes, and conflict. Successful supervisors know it takes ti...View full details$599.00
Conflict is often an ongoing battle in an organization. A recent study reveals that 85 percent of employees experience conflict at work,...View full details$599.00