Whilst constructive conflict can result in high levels of creativity it can also be very disruptive and must be managed effectively to reduce the negative fallout. As a manager, you need to lead by example and deal with conflict at an early stage and help team members come to a positive resolution. Managers themselves can also be the cause of conflict. In this case you will need to reflect on your own management style and the impact your behavior has on others. This workshop examines the nature and source of conflict. Participants will explore a range of techniques to understand how to manage conflict for a positive outcome.
Working together in teams, conflict is inevitable because humans are complex and flawed and they bring those flaws with them to work. Approaching conflict with the curiosity to explore and understand means that we can reframe conflict to become a positive experience that leads to greater understanding. It is important to develop the skills to navigate conflict without judgement – to understand when to empathise, explore, activate, navigate or innovate for a better outcome.
Consider when and why conflict arises and recognize some of the most common reasons
Become confident in exploring choices through the Thomas-Kilmann model: avoiding, competing, compromising, accommodating and collaborating
Explore scenarios and techniques for conflict resolution including the CUDSA framework
Investing in employee development has proven to not only improve performance, but also to improve retention as employees expect and seek out employers who will provide personal and professional development.
Future Skills workshops are designed to stretch and grow skills AND attributes, recognising that everyone is on their own individual development journey. We use a range of approaches to respond to the various adult development stages that people operate at. The content and activities are rooted in experiential learning which has been proven over 30 years of working with organisations to unlock the self-awareness needed.
Our approach incorporates multiple dimensions which results in longer lasting impact - continuous growth far beyond any programme we deliver.
Increasing self-awareness to self-lead and build better collaborative working relationships by unlocking authentic and best self.
Developing critical skills improves performance: communication, problem-solving, strategic and critical thinking, decision-making and leading high performing teams.
Developing systems awareness and strategic thinking to be able to drive growth in line with the organisation's purpose and future vision.
Developing an awareness of external factors which impact on organisational performance and how to build teams and cultures to thrive in complexity.
Getting future fit means building the mindset to be agile, to be able to operate in complexity, to have the resilience and mental fitness to be able to self-lead and be open to explore, empathise, innovate, navigate and to act. Drawing on industry leading thinking and word-class tools we use in the development of leaders and teams, we categorise future skills into 3 key areas. These inform the design of all of our programmes.
To understand more about the skill gaps in your organisation we will design and implement a bespoke Development Needs Assessment, ensuring your L & D investment is targeted to ensure your employees are future fit and equipped with the desired skills and attributes for sustainable and continuous growth, contributing to future growth. Find out more about how you can get future fit as an organisation.
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