Workshop Description

Conflict is an integral part of personal and professional relationships. Just as there are many different types of people, there are many different approaches and reactions to conflict. Dr. June Donaldson, a Certified Mediator, calls the three levels of conflict:

a. Creative Conflict
b. Challenging Conflict
c. Contaminated Conflict

Creative Conflict is when people experience temporary relationship discomfort from misunderstandings or assumptions. They "fight fair" by disclosing their thoughts and feelings in a clear, concise, honest, respectful, and non-judgmental way. When people apply their emotional intelligence by way of appropriate self management, personal and professional disclosure, listening, discussion, and problem solving, this type of conflict often results in relationships moving to positive new levels of understanding, empathy and connectedness.

Challenging Conflict is when people experience on-going relationship discomfort from lack of knowledge or interpersonal skills, misunderstandings, assumptions, or "old tapes" that drive a person’s emotional intelligence, attitudes, expectations, and behaviours. Over time, this type of challenging conflict can "zap" relationships of their energy, creativity, and hope. Sometimes people in these relationships require personal or professional development, behaviour modification, or outside resources to help them identify ways to act and react to ensure the conflict enhances, versus destroys, the relationship. In the final analysis, an individual might need to learn how to "let go" of the situation in a way that is positive and forward thinking versus pain-laden and personally destructive.

Contaminated Conflict is when people experience emotionally charged, on-going, disrespectful relationship conflict along with physical, emotional or mental pain. This type of conflict can destroy one’s soul and remaining in these relationships can be unsafe, unhealthy, and unproductive. In these situations, all involved parties need to identify what they contribute to the relationship, what they receive from the relationship, why they stay in the relationship; what, if anything, can be done by all parties to improve the relationship; and how to "let go" of the relationship if that can’t happen.

WORKSHOP OUTCOMES:

This workshop focuses on motivations and behaviours of people experiencing Creative and Challenging conflict. At the end of two days, participants should be able to:

1. describe various types of negotiation and conflict management approaches and when they can be used to their best advantage.

2. recognize the power of their behavioural style and how it influences their attitudes, expectations, and behaviours during conflict situations.

3. identify behavioural styles of other people and how their style motivates them to do what they do, say what they say, and need what they need.

4. create a Case Development procedure enabling participants to gain a broad perspective of the situation and insight into the positions and interests of the involved people.

5. apply a negotiation and conflict management process to facilitate discussion, openness, problem solving, decision making, and mutual resolution of the situation.

6. select various communication skills aimed at reducing relationship tension in order to achieve balance between the results to be achieved and the relationship to be managed.

7. initiate discussion, in a clear, concise, and respectful manner, with other people when something they have said or done is causing an on-going problem or relationship challenge.

8. enable individuals to practice conflict management techniques and processes in small, non-threatening groups.

Participants will have opportunity to work on a situation that has caused them conflict in the past, or is currently causing conflict, so attendees should come prepared to discuss a situation that requires negotiation and conflict management skills. This exercise will provide opportunity for attendees to gain insight into why the situation evolved as it did and what they might be able to do to restore the relationship.

VALUE ADDED PROFILES:

In addition to the course content, participants will have opportunity to complete profiles and assessments on themselves and others with the objective of learning why they and others do what they do, say what they say, and expect what they expect when negotiating and managing conflict. These documents, teamed with the course content and activities, can provide meaningful insight into the dynamics of their particular conflict situations.

LEARNING METHODS:

This workshop is reflective, participative, thought provoking, and fun. Come prepared to discuss conflict, listen to others, problem solve, participate in groups, and contribute your adult learning experiences.

AUDIENCE:

This program is both a business and life skills workshop. As conflict knows no bounds, participants from all levels will benefit by attending the workshop. Workshop materials include:

a. facilitation by Dr. June Donaldson, Certified Mediator and Arbitrator

b. the participant workbook, Conflict Management. Using Your Emotional Intelligence to Negotiate and Manage Conflict.

c. assessment profiles designed to assist individuals in identifying their conflict management style, their main and secondary behavioural approach, as well as the behavioural style of those with whom they come in contact.

d. a quantitative summary of workshop evaluations that indicate participant satisfaction.

BENEFITS:

Participants should benefit by :

i. improved self-confidence and skill in identifying and addressing situations requiring negotiation or conflict management interventions.

ii. improved inter-personal relationships with authority figures, peers, subordinates, and family members.

iii. greater self-awareness, self-management, and emotional intelligence skills, particularly during emotionally charged times.

iv. increased effectiveness in their dealing with team and family members.

v. less personal anxiety and stress as they more fluently negotiate and manage potential conflict with others.

Organizations should benefit through employees who can:

i. demonstrate strong leadership skills in an emotionally charged environment.

ii. pro-actively identify and manage negotiations and conflict.

iii. constructively discuss, listen, and problem solve with internal or external contacts.

iv. mentor, role model, and coach others on how to negotiate and manage conflict.

v. conduct negotiations and conflict management interventions in a time, money, energy, talent and resource efficient manner.