Stressed Out: How to Handle Conflict, Difficult People and Challenging Situations
OVERVIEW
Conflict is aninevitable 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 different ideas, 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.
Conflict arises when the people we work with have different ideas, 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.
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.
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
These seven points
will be 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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