Application of Conflict Coaching Skills in Workplace Disputes

Highlights

Workplace conflict is inevitable. The approaches of managing conflicts could be a constructive dynamics for the organization or could be escalated to disputes that caused irreparable damages.

“Application of Conflict Coaching Skills in Workplace Disputes” is designed to introduce a structural process to examine the causes of interpersonal conflicts in workplace. Upon completion of the programme, participants are able to review their own disputes with other people from different perspectives. They are also able to assist third parties to review their conflicts by breaking down the elements of common patterns that people usually react to conflict.

Programme Details

"Application of Conflict Coaching Skills in Workplace Disputes" is designed in three parts.

Part I.    Introduction of workplace conflict

Participants will learn how to identify the kinds of interpersonal conflicts that needed to be addressed in the early stage and to review the costs of unresolved interpersonal conflicts and the common obstacles of resolving those conflicts. 

Part II.   Theories of the workplace conflicts diagnosis

Conflict occurs when people perceive their values, needs and /or identity are challenged, threated or undermined.

Participants will learn how would one’s specific action or words that the other person does or says, or does not do or say, that create negative emotions to others.

Participants will learn how these actions/words would trigger one’s values, needs or aspects of identity and the subsequent impacts that aroused.

Part III Retaliatory Conflict Cycle

Participants are introduced to learn about the common patterns that people react to and manage conflict. It is not uncommon that people all follow habitually and cyclically patterns of responding to conflict.

Participants will learn the structures and practice the questioning skills with regard to each element of the circular pattern. After the workshop, participants should learn how to assist themselves or third person to deconstruct their internal conflict and external disputes with the other person.

By doing that, one will gain insights and awareness through the breaking down of their conflict story, assist them to review their disputes from different perspectives and the ways of dealing with conflict.