Conflict-competent leadership

…better leaders and better organisations

Whilst most leaders have developed strategies for handling conflict, they are all too aware that these strategies are often more about avoiding or reducing conflict and not about using conflict positively and constructively.

Leaders have an opportunity and a responsibility to model effective and efficient ways of using conflict to grow the organisation and to grow their people.

Conflict-competent leadership

• enables leaders and leadership teams to engage with conflict personally and to model skills and techniques that will shape their organisation’s culture and behaviours
• contributes to CSR (Corporate Social Responsibility) – people who work in organisations that engage constructively with conflict take their skills into their communities
• encourages ways of doing business differently – collaboration in preference to competition, co-operation rather than opposition, partnership instead of division
• engages with difficult issues as opportunities and challenges – a “can-do” culture that has robust and responsive systems and processes for handling conflicts and disputes
• involves stakeholders in creating mutually beneficial ways forward – problems are owned collectively and blame is avoided
• requires leaders with courage and openness to change – people who say what they mean and mean what they say

Conflict-competent leadership programmes are designed with your organisation and leadership team in mind.

They are likely to include one-to-one and team coaching, group facilitation and learning & development events.

The precise mix will be decided in consultation with you and informed by the learning outcomes and organisational objectives you want the programme to deliver.