WORKING THROUGH DIFFICULT INTERACTIONS

We all want a workplace free of difficult people and conversations, but we know conflict is inevitable. However, there is healthy and unhealthy conflict. Patrick Lencioni author of, “The Five Behaviors of a Cohesive Team”, asserts that one of the five behaviours is ‘engaging in healthy conflict’. If your goal is to create and sustain a culture of trust, respect and resiliency, then it’s a matter of learning and applying the soft skills to assist you and your team to have those conversations.

Managers are keenly aware that they are always balancing two critical areas of leadership in directing others….tasks and relationships. Both are vital in growing strong teams. If you are a leader, having difficult conversations can be daunting and stressful. Ignoring disruptive behaviours or attitudes does little to resolve the issue. It is naturally uncomfortable, but productive conflict focused on concepts and ideas is essential for any great team to grow. As a leader, you will develop some skills and learn some critical steps in preparing you for the most difficult interactions. These skills can be used to manage people in three ways. Managing down (those who report to you), managing peer to peer relationships and managing up (those to whom you report)

Participants begin the training with an extensive online self-assessment. The “Negotiating Style Profile” helps one understand which one of five conflict strategies is preferred and how to work with others with a different style. Then, participants develop new approaches and solutions, tackle recurrent conflict issues, inspire interest and creativity and introduce conflict management skills to teams.

• Pinpoint one's preferred strategy for managing conflict

• Discover the five different ways people respond to conflict

• Understand how and when to utilize the integrating strategy

• Develop the skill of listening to learn, not just win or fix

• Learn to intentionally manage your emotions & thinking

• How to effectively challenge and support people

• Learn to engage in learning conversations by asking powerful questions

• Create a development plan to put the learning into action with accountability

• Reduce your stress!

Most appropriate for people in the midst of workplace conflict, but all individuals, from front-line employees to team members, managers, directors or owners.