Szkolenie (stacjonarne) Methods of Solving Conflicts in Workplace Situations

#zarządzanie konfliktem

The art of resolving conflicts. Conflict management.

Korzyści ze szkolenia

Mastering the OAPA cycle as a tool for solving difficult situations.
Developing indicators allowing to quickly NOTICE A CONFLICT SITUATION.
Improving skills for IDENTIFYING REASONS of difficult situations.
Mastering skills for dealing with difficult situations - PLANNING AND IMPLEMENTING OF ACTIONS aimed at changing.
Developing a MODEL for solving difficult situations.
SELF-DIAGNOSIS of participants' own difficult situations solving skills and developing an individual method of using new skills.

2024-07-16 2024-07-17 16 - 17 lipca 2024, ON-LINE

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Program szkolenia Methods of Solving Conflicts in Workplace Situations

A bit of theory:
- Types of conflicts
- Solving conflicts attitude models
- Factors determining the course of a conflict
- Our interpersonal conflicts
- A map of situations which are difficult to analyse and of developing solutions (materials based on the participants' experience)
- The OAPA cycle as a tool for managing difficult situations: observe - analyse - plan - act - the "rope" exercise.
Recognizing conflicts:
- Results of failing to recognize and failing to act.
- How to recognize - "behavioural indicators of a conflict situation - a case study".
- Determining a personal style of solving a crisis and conflict - "4 styles of solving" exercise.
- Observation of the situation and no judging as a basis for seeking solutions.
Analysis of a situation, i.e. seeking the source of a difficult situation:
- Identifying "success factors" and "failure factors" in conflict situation analysis.
- Recognizing the needs of persons involved in a crisis and conflict - an analysis based on people's interests - an exercise: "TAO of the conflict"
Planning of actions - effective ways of solving conflicts - an exercise.
- Determining the purpose of actions.
- Defining the problem to be solved. "What to do to...".
- BATNA of solutions to a difficult situation.
- Providing feedback on the problem.
- Discussion on causes and methods for solving the problem with the parties involved.
Conflict resolution model - "company's tip..." exercise:
- Phase I - entry.
- Phase II - identifying interests and needs of the parties.
- Phase III - identifying the source.
- Phase IV - searching for solutions.
- Phase V - reaching an understanding.
Summary of the entire training.