Managing Yourself in Conflict
According to a 2016 study conducted by CPP Inc. (publishers of the Thomas-Kilmann Conflict Assessment and the Myers-Briggs Personality Assessment), U.S. employees spend 2.1 hours/week involved with conflict. If those employees are paid $18/hour, this translates to $359 billion in paid hours, or the equivalent of 385 million working days spent every year in the U.S. as a result of conflict in the workplace. On an individual and organizational level, we have much to gain by learning to reach a positive outcome with those 385 million working days spent on conflict.
For many, conflict is perceived as a negative event, to be avoided at all costs. Others view conflict differently and find it exciting and energizing. When managed effectively, conflict can strengthen relationships, lead to better problem-solving, enhance productivity and support stronger business financial results. Awareness of our natural, default style of managing ourselves in conflict and training to develop skills that support conflict resolution are critically important to achieve positive outcomes with managing differences with others.
In this interactive and skill-building workshop you will:
- Learn about your natural, default conflict management style through taking the Thomas-Kilmann Conflict Instrument® (the TKI),
- Receive a personalized feedback report with your TKI results,
- Develop understanding of five conflict management styles and “which style works best when,” and discuss strengths and potential drawbacks of your individual and team conflict style preferences, and
- Identify and practice skills and behaviors that support resolving conflict with others, using real life cases.
Join us to to learn about…
Improving your competence and confidence with dealing with conflict situations more effectively and productively. This workshop can also be held with intact teams interested in working on improving team dynamics related to managing conflict.
Please note: There is an additional fee of $30 per attendee for taking the Thomas-Kilmann Conflict Instrument and running the individualized feedback report