Conflict Management

Conflict Management
	Conflict Management Techniques
Why?	Conflict management is rather easy to get wrong! It can slow up or even stall organisation change projects. Above all, it is an expensive distraction to delivering successful organisation change.
What?	Five major conflict management styles are introduced: Avoiding Accommodating Collaborating Compromising Forcing. Each conflict style has a set of conditions in which the style is effective, and a set of conditions in which it is ineffective. From a leadership perspective three styles – collaborating, compromising, forcing – are given greatest emphasis.
How?	Your conflict management style preferences are revealed via a self-perception questionnaire completed at the beginning of the module. Appropriate conditions for the effective use of the five conflict styles and, of equal importance, inappropriate conditions for ineffective use of the five styles, are both presented. The dangers associated with each of these three styles is explored in the form of: Bully behaviour (Forcing) Poor negotiation behaviour (Compromising) Poor influencing (Collaborating) Again, participants are invited to share insights in relation to organisation change projects.
Workplace Applications	Increased success in handling the conflict issues that inevitably arise during organisation change Prevention of conflict, by spotting and tackling issues before they slow down the desired pace of organisation change Helping to keep unplanned costs to a minimum

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