Conflict Resolution [Workshop]

Conflict Resolution Workshops for businesses

The purpose of a practical Conflict Resolution program is to provide some direction to resolving and preventing workplace conflict. The Dynamic Discovery approach is a process whereby you will be shown, step-by-step, “how to” resolve conflict in a positive, gainful, manner. Here is some information about how we approach conflict in the workplace. If you are interested in a custom corporate workshop, contact us anytime! 

Conflict

When you read the word “conflict,” what’s your first association: anger, tension, avoidance or power struggle? What about diversity and creativity or honesty, intimacy and organizational growth? Conflict … we seemingly can’t live with it; we surely won’t survive without it.

The Problem

Conflict in the workplace has a negative impact on an organization’s bottom line. Research shows that two thirds of job performance problems stem from conflict in the workplace rather than inadequate skills or motivation. The cost of conflict can be reduced. Learning to manage, resolve and prevent conflict in your organization is one of the best investments you’ll ever make.

Conflict can be the imaginative and interactive energy source firing purpose, passion and the sharing of power

How Much Is Conflict Costing Your Organization?

Ask yourself these questions:

• How much time have I, or others, wasted dealing with a recurring conflict?
• How many skilled employees have left our organization due to the unsatisfactory resolution of a conflict?
• How much have extended stress leaves and related health benefits cost us?
• How much restructuring of job descriptions, reporting structure, and physical work-space have we done to accommodate personality differences?
• How much productive work time have we lost due to employee absenteeism that stems from the inability to deal with a conflict situation?
• How much work has been sabotaged or damaged due to negative feelings tha haven’t been dealt with constructively?
• How many creative ideas, quality decisions, and productive brainstorming sessions have we missed due to the inability to communicate?

Some Myths and Facts about Conflict

Myth: In a good relationship, there is no conflict. Everything is smooth.

Fact: A certain amount of conflict is perfectly normal in most relationships.

Myth: Conflict is about who’s right and who wins.

Fact: Conflict should ideally lead to compromise and better understanding.

Myth: Anger means an argument is inevitable.

Fact: Anger is sometimes appropriate but needs to be addressed.

Myth: If we disagree a lot, maybe we’re just not right for each other.

Fact: It’s how constructively you disagree that is most important.

Myth: Conflict is always destructive and will lead to the end of a relationship.

Fact: Conflict can lead to deeper understanding, intimacy and friendship.

Definition

Conflict is the friction that builds when two or more people clash over facts, short-term goals, enduring values and the status of their relationship(s). It’s also the struggle over resources and methods for defining and achieving these contested facts, goals, values and status positions. But conflict is not just functional, it can also be inspirational; promoting thought, observation, invention, and memory. It shocks us out of sheep-like passivity and sets us at noting and contriving. It can be the starting point for reflection and ingenuity.

Clearly, conflict is vital for today’s fast moving times. It can be the imaginative and interactive energy source firing purpose, passion, and the sharing of power – the three “P’s” of productivity. Conversely, an “all or none” approach to conflict resolution means one person is on top and in control while the other party is perceived to be incompetent, subordinate, dependent, or powerless, and/or a threat to the established order.

This “win/lose” concept of conflict is forged by an aggressive nature, cultural socialization or from extremism in the pursuit of the Coach Lombardi ideal: “Winning isn’t everything; it’s the only thing.” Also, unresolved emotional hurt or humiliation breeds mistrust, which often compels this “dominant or defeated” ideology. Yet, even long-standing or rigidly competitive behavior, if not basic beliefs, can change dramatically with creative intervention and good timing, i.e.: “strike when the ego is hot!”

Conflict resolution is often difficult in a relationship. In fact, when people lack effective conflict resolution skills, everyday misunderstandings or miscommunication can become relationship-threatening events.

Our Dynamic Discovery program can show you how to do this… and much more.