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CONFLICT COMPETENCE

If you can moderate your behaviour to respond in ways that defuse and lead to better interaction, your conflict competence levels will improve.

Conflict Competence is the result of a process of learning to deal with conflict effectively. Appreciating the dynamics of conflict; understanding its aspects, types and stages; the ability to reflect on conflict and your responses to it; managing emotions and engaging constructively with others, is integral to this learning curve.

Conflict Competence develops cognitive, emotional and behavioural skills that enhance interpersonal relationships and reduce the likelihood of damage. A proactive approach to conflict as a change opportunity stimulates creativity, offering innovative outcomes and lasting solutions for both current and future challenges.

The most important route to Conflict Competence is communication. Effective communication improves day to day interaction and enhances relationships.

The ability to interact successfully involves understanding the dynamics of discussion and negotiation: a person can have difficult conversations, recognising if there is value in the way a discussion is going or whether it is headed down a destructive path; additionally having the competence to redirect dialogue for positive results.

A culture of Conflict Competence empowers individuals to have Brave Discussions, engaging actively to elicit positive change.

The goal is the creation of an environment that fosters and sustains a culture of conflict competence, where all who experience conflict feel comfortable to raise it, knowing it will be dealt with respectfully and responsibly ~ Jennifer Lynch author, international mediator.

Craig Runde at the Center for Conflict Dynamics has developed a two-step process that addresses conflict competence by focussing on behaviour in the workplace.

As an accredited facilitator of these two processes, I feel privileged to offer this world-class training to build exceptional proficiencies to deal with those feelings of “…why do people behave like that?”

Sincerely

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Mervyn Malamed

PGDip (Dispute Dispute Settlement)

We all have unique personalities that sit somewhere within the five categories recognised by Hippocrates some 2,400 years ago.

All personality types have their plusses and minuses when it comes to contributing to the success of an enterprise.
Competing, accommodating, compromising, avoiding, and collaborating are terms that have been used for years to describe personality – and that can be useful.

BECOMING CONFLICT COMPETENT  deals with behaviour as opposed to personality.

The ability to contribute positively depends on behaviour, particularly when interacting with other personality types. Flexibility is needed to adapt behaviour for best results.

Studying your behaviour through your own eyes, and more importantly, through the eyes of your co-workers, forms a basis on which to logically modify actions that detract from your performance as a competent conflict player.

Conflict Competence is all about behaviour: understanding why people act the way they do; why you act the way you do; and what to do about it to avoid bad conflict or crisis conflict, at its worst

Craig Runde at the Center for Conflict Dynamics has developed a two-step process that addresses conflict competence by focussing on behaviour in the workplace.

As an accredited facilitator of these two processes, I feel privileged to offer this world-class training to build exceptional proficiencies to deal with those feelings of “…why do people behave like that?”

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TRAINING COURSE OVERVIEW

Before the course starts, a private profile is prepared for each person that focuses on their conflict and pre-conflict responses. Colleagues may express opinions openly, knowing the candidate never sees them. The results are then considered privately together with the candidate by Mervyn Malamed, an accredited CDP Professional. Conflict responses and hot-buttons that show up in the assessments are discussed, along with consideration of improving on those that may be destructive. Engaging in this process, the individual can develop their cognitive, emotional and behavioural skills.

These results are reviewed privately by an accredited professional together with each candidate. The course then provides powerful ways to improve self-awareness of those triggers and the responses they elicit.

The Benefits of Conflict Competence.

The ability to manage conflict effectively represents a strategic business advantage.

REDUCE COSTS

  • Make better business decisions
  • Implement initiatives more effectively
  • Achieve substantial return on investment

INCREASE PRODUCTIVITY

  • Reduce absenteeism and increase “presenteeism.”
  • Increase organisational energy—and reduce individual stress
  • Foster an environment of creative collaboration
  • Generate creative solutions to problems

RETAIN YOUR TOP PERFORMERS

  • Strengthen supervisory relationships
  • Keep your teams engaged and openly communicating
  • Give your people the power to make a positive difference

MANAGE RISK

  • Reduce risk of violence, sabotage and vandalism
  • Mitigate legal risks
  • Better manage public perception of your organisation’s brand
  • Workplace Conflict Drains Energy, Time and Money

What to Expect from this Course:

The Becoming Conflict Competent course teaches you a complete process for resolving a wide variety of conflicts. You will learn how to turn conflict into collaboration. The course helps you customise your learning based on the results of your Conflict Dynamics Profile™ assessment and gain practical tools and effective practices that you can begin to use immediately.

Specific elements of the course include:

MANAGING EMOTIONS

Do you want to handle emotions — your own and others’ — better during a conflict? Becoming Conflict Competent helps you recognise your hot buttons and learn how to cool yourself and others down in tough situations.

EXPLORING SYSTEMIC INTERESTS

The course takes a systems view of conflict — how all parties are experiencing the conflict. Seeing the whole picture, you will better understand what you want out of the situation and, equally important, understand what others want as well.

USING REFLECTIVE SELF-TALK TO DECONSTRUCT CONFLICTS

Becoming Conflict Competent incorporates Dr Miller’s Information Wheel® — the structure of any conflict — to help you make sense out of a conflict. Six related talking skills help you express what you’re observing, thinking, feeling, wanting, and doing to address the situation.

LISTENING TO COMPREHEND

The Listening Cycle® provides a map of five useful listening skills that are essential for understanding others’ experience of a conflict accurately and discovering potential solutions.

OPERATING IN THE SKILLSZONE™

Conflict competence engages others constructively in a compelling interactive space between flight and flight. Here you go to the heart of the conflict and create a best-fit resolution. During the course, you learn how to enter, stay in and return to the SkillsZone. You practice skills and processes to address real conflicts and receive feedback in a safe, controlled environment.