The Art & Science of Conflict Management: Diversity (free webinar)

Jul142020

When: July 14 2020 | Where: via Zoom

Having received positive feedback from the live events, we are re-running our Art & Science of Conflict Management series of free seminars as free webinars.

The ability to manage conflict positively is a key management and leadership skill.

There are various measures of the cost of conflict, all of which make grim reading for employers. One statistic suggests that managers spend upwards of 24% of their time dealing with conflict situations. Imagine if that time was spent more productively. CIPD studies have consistently supported that providing conflict skills training to managers and employees can make a real impact. In addition, HR have a key role here, either in supporting and coaching managers or in assisting with the correct intervention at the right time.

The conflict skills training that we have developed over many years is designed to equip delegates with key skills that will make a real impact in understanding and managing conflict situations directly or in enabling others to resolve matters more effectively. This is a subject close to our hearts, and Alison’s book, Mediation Skills for Managers, outlines the key mediation skills and how these can be applied in day to day management of staff.

To give a taster of our approach we are offering a number of “taster sessions” focusing on key skills. This interactive session will look diversity.

Please book via Eventbrite.

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Testimonial

From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.

HR Manager |

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Featured Case Studies

Conflict Coaching – Shareholder/Director dispute

Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.

Conflict Coaching – Government Body

This case involved post conflict support. The employee concerned had been struggling to manage a conflict situation that had arisen within his team. He did not feel that he was getting support from his manager, felt that he was the "fall guy" for delays in a particular project and relationships were breaking down. The employee had been moved to a different team with a new line manager who was more supportive and was working on different projects. However there was still an adverse impact on the employees health, well-being and confidence.