Stressed Out: How to Handle Conflict, Difficult People and Challenging Situations
OVERVIEW
Conflict is an inevitable part of life. No matter how hard
you try, it can seem that there will always be something that causes you or
someone around you to be frustrated, angry, and impatient – or a whole host of
other not-so-pleasant emotions.
Conflict arises when the people we work with have differentideas, perspectives, backgrounds, values, goals or expectations. Yes, conflict
can be destructive! It diverts energy from more important activities and
issues; it polarizes people and reduces co¬operation; and it can produce
irresponsible behavior. And conflict can be constructive! It opens up and
improves communication; it strength¬ens working relationships and team¬work;
and it leads to better quality decisions and problem solutions.
The ability to handle conflict and difficult situations is a
great leadership skill. When you are confident in your people management
skills, you don’t have to be afraid of disagreement. You don’t have to back
away from problems. Instead you can confidently face the confrontation and
bring the issue out into the open. Well-managed conflict actually stimulates
ideas, sparks creativity and encourages personal improvement. Conflict by
itself is neither good nor bad. It’s the way YOU handle conflict that produces
constructive or destructive results.
Strategies for Managing Stress in the Workplace |
WHY SHOULD YOU ATTEND
Time is Money. There are a variety of direct costs to the
organization associated with poorly managed conflict, including, in the worst
cases, the loss of customers and good employees. One that is visible to
everyone is the time taken to successfully resolve issues. Time that would be
better spent on accomplishing work and achieving goals is instead used to
manage disagreements, smooth ruffled feathers, and deal with difficult people.
When CPP Inc commissioned a study on workplace conflict, they
found that that an overwhelming majority (85%) of employees at all levels
experience conflict to some degree. Furthermore, they found on average, each
employee spends 2.1 hours every week – approximately one day a month – dealing
with conflict in some way (being involved in a disagreement, managing a
conflict between co-workers, etc.)
It is also a major drain on the resources of HR departments:
half of the HR workers questioned (51%) spend between one and five hours a week
managing disagreements.
AREAS COVERED
- Identify the top six causes of conflict and which one
produces the most problems
- Understand the iceberg concept of conflict – what’s
above and below the water line
- Define five conflict management styles and match each
style to different conflict situations
- Decide if you’re a shark or a turtle or a teddy bear or
a fox or owl in how you handle conflict.
- Learn how to keep your cool and react in a professional
manner in the heat of the moment.
- Learn the language of positive communication to reduce
negative emotions, especially anger.
- Recognize the four types of difficult people that drive
you crazy and how to deal with them.
LEARNING OBJECTIVES
The crucial issue is not whether conflict, disagreement and
difficult people can be avoided; the real concern is how they can be dealt with
that will lead to positive outcomes. If managed improperly, businesses’
productivity, operational effectiveness, and morale take a major hit. On the
other hand, when channeled through the right tools and expertise, conflict can
lead to a better understanding of others, improved solutions to problems or
challenges, and major innovation.
WHO WILL BENEFIT
CEO’s, COO’s, VP of Human Resources, Chief Learning Officer,
Directors, Project Managers, Operation Managers and Supervisors, Team
Leaders, Human Resources Professionals.
For more detail please click on this below link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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