CONFLICT MANAGEMENT TRAINING
The key issue is how you cope with conflict.
I. Description of the results: results achieved so far after implementing conflict management training
for our different clients.
- The number of conflicts in the company remains the same, but the way of dealing with it has changed very much. Even the move from looking for the culprit to a focus on problem-solving is a big step in the right direction.
- In the meantime, there is an early warning system and there is institutionalised conflict avoidance, there is a relaxed and confident way of dealing with all the issues which are experienced as difficult. Conflicts are welcomed and used as a means of reflection and self-control and there is a basic willingness to take advantage of the power inherent in conflict creatively.
- After training sessions on conflict discussions with clients, our participants reported the following: "Project management was now faster, more effective and of higher quality."
- A further result was that organisational (structural) issues became clear, could be described and thus prepared for the next step of change.
II. Initial situation: The situation in your company requires competence in handling conflicts. For example,
in the company it is found:
that solutions are just difficult to develop and this causes frictional losses,
necessary conflicts are not presented at all because the need for harmony is so great,
the fear of possible loss of face or uncontrollable dynamics is too great,
Up to now, conflicts have not been constructively resolved and therefore resolving conflicts is more likely to be avoided
and much more.
III. The result is for example that:
one has to identity regularly the one responsible in the case of failure - to find culprits, the scapegoats...
collaboration between departments is more likely characterised by mutual accusations and "solutions" consisting in
defining the one responsible
or cooperation has worked out in such a way that one meets at the smallest common denominator
people have the feeling to remain below their possibilities despite great effort
solution processes repeat and still do not lead to sustainable success
the description of reality needs an euphemistic language
you often hear that those "ones" or the "others" are marching in different directions
Put across mostly the same opinions
IV. Requirements: In order to face these effects, sustainably effective measures, which are appropriate for the organisation, are necessary for qualifying in conflict management.