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Corporate Facilitation
& Training for:

Managing
Workplace Conflict,

Manager as Mediator,
Self Mediation,
Managing Differences

Personal Coaching for
Individuals & Public
Workshops, Seminars

The Relating Institute - Measurable Solutions for
Employee Retention and Interpersonal Conflict Resolution
“How to Build Better Relationships at Work and Home”

“Managing Workplace Conflict” Training
A Plan for Strategic Conflict Management

It's more than just training . . .
it's how organizations cut the hidden costs
of preventable conflict.

Conflict management is a key strategic function of every organization, so it should be an intentional, conscious one — not left to chance. The unnecessary costs and increased risks are too great to ignore any longer.

Step 1 - Measure / Benchmark / Assessment / ROI
“Every solution starts with the awareness of a problem”.

 What is your company's strategy for managing conflict?
     Every organization has a conflict management strategy, but few know what it is. It is imbedded in the organization's structure and culture, and the competencies of employees to resolve and prevent workplace conflicts. We'll show you how to find out. Analyze the conflict management strategy that is currently imbedded in your organization's culture  

     We can establish baseline measures of conflict in your organization. Make conservative estimates of the eight cost factors — it's not necessary to exaggerate the impact of conflict to produce eye-opening, and perhaps disturbing results. Comparison studies can be designed to assess different parts of your organization and/or an aggregate plus ROI calculation. Contact us today to receive a free introductory consulting session to measure the financial cost of a particular conflict in your organization.

Step 2 - Training

“Managing Workplace Conflict” Training Modules
 Click links for complete details of each module.

• Module 1: Necessary Knowledge
  Establishing the Core Competencies
   
• Module 2: - Self Mediation - A core workplace competency.
  How to Resolve Conflict with Others: The Self-as-Mediator Seminar^TM
  consists of Modules 1 and 2, and is designed for all employees, regardless of supervisory responsibilities.
   
• Module 3: Manager as Mediator - A core leadership competency.
  How to Mediate Employee Conflict: The Manager-as-Mediator Seminar^TM
  consists of Modules 1 and 3 (Module 2 is recommended but optional), and is designed for supervisors, managers, team leaders, and human resource professionals.

Step 3 - Coaching
     Training plus coaching increases performance and retention by 88%.

Step 4 - Enable

     Identify the blockages imbedded in your organization's structure and culture that prevent effective application of the core competencies gained through training. Create and implement an action plan to remove those obstacles, enabling learners to fully apply their conflict resolution competencies, and allowing the organization to realize full value from its investment in training.

Step 5 - 6 - Optional Strategic Components - Contact us

Step 7 - Reassess  - Compare to benchmarks

     Re-administer the benchmarking instruments. Measure the progress toward becoming a "Mediating Organization" by comparing aggregate costs of conflicts and index scores of conflict management strategies. Examine results for indication of appropriate next steps,
if any.
 

Contact us today to receive a free introductory consulting session on
Measuring the Financial Cost of Conflict in your Organization
and calculating Your Return on Investment (ROI)
for “Managing Workplace Conflict” Training

Copyright - 2005 - 2007 The Relating Institute

 

Some Content
Adapted by permission of Dana Mediation Institute, Inc.