Development Seminar: From Conflict to Collaboration

Conflict is an intrinsic part of modern organisational life. It goes hand in hand with change. As organisations expand or contract their operations, merge with former competitors, outsource key operations, and partner with organisations whose values are about as compatible as oil and water, conflict is inevitable. And it is inevitable too in the daily interactions between people in any team, particularly as they are put under pressure to improve performance and to achieve more with less.

This approach only leads to the perpetuation and escalation of the initial conflict. As more people and resources get pulled in, what seemed like a minor disagreement can result in operations grinding to a halt as energy goes into building alliances, creating divisions and ill feeling along the way. Sound familiar? Sadly, this scenario is not only common and painful but completely unnecessary. Billions of pounds each year are absorbed into litigation costs, increased staff turnover, absenteeism, wasted management time and resources, and all as a direct consequence of poor conflict management.

This seminar will examine the impact of conflict on performance, and explore practical ways to resolve conflicts swiftly and cost effectively through non-adversarial approaches.

By the end of this seminar delegates will:

• Understand how to identify the early signs of conflict and take the appropriate steps to resolve conflict before it escalates
• Feel more in control when resolving conflict and more competent and confident when tackling uncomfortable conversations
• Understand the different ways of resolving conflict and how their personal style and their organisation’s approach either helps or hinders
• Know how to transform conflict into a collaborative conversation and shift mindsets to influence the outcome of a conflict
• Know how to respond and stay in control when confronted with aggressive behaviour

Target Audience

This seminar is targeted at leaders and managers who want to understand more about conflict and how to resolve it rapidly and cost effectively, reducing disruption to the performance of their people and increasing the likelihood of a win-win outcome.

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How are applications evaluated? We aim to achieve a good cross-sector balance to enrich the learning experience, offer a range of perspectives and maximise networking. We may therefore have to limit nominations to one or two delegates per organisation and so cannot operate on a strictly first-come, first-served basis.