Conflict management and resolution

Brief overview

Conflict handling and resolution is also often called conflict management. Here, measures are worked on to prevent an escalation and spread of an existing or emerging conflict. Conflicts, however, also entail great opportunities, since it is precisely in conflict situations that new, different and often truly profitable suggestions are often brought to the table, which often represent very good impulses, especially in agile organizations. Conflicts, however, also bring with them great opportunities, since it is precisely in conflict situations that new, different and often truly profitable suggestions are often put forward, which often provide very good impetus, especially in agile organizations. 

What has changed?

In organizations that are becoming more agile, hidden conflicts inevitably come to light and new points of friction arise. In traditional hierarchies, arguing has also been happily left to managers. Dealing openly with problems, errors and conflicts is crucial in the context of an agile transformation and agile organization. 

What is the core issue?

Conflict management and resolution refers to different measures to mediate and resolve a conflict between two or more parties and to find a solution that is satisfactory for all parties. Situations in which two or more parties have differences of opinion, different values or different goals are referred to as conflicts. 

What is the benefit for you?

Conflict management and resolution brings about an open and constructive approach and a release of strength and energy for the actual challenges. In the process, you learn to perceive conflict situations at an early stage, to analyze them and to take appropriate measures, to develop individual strategies for cooperative processing and to implement solution-oriented action to resolve the conflicts.  
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Conflicts are part of our working and private lives; they are sometimes time-consuming, exhausting and often indispensable. At the same time, they are the engine for the further development of people, groups and organizations.

Often conflicts in daily business are about

  • different evaluations of working methods and results in teams and project groups
  • different demands on the approach to cooperation,
  • the way in which communication and cooperation are carried out in the project.

If we succeed in also seeing the positive sides of conflicts and approaching their solutions creatively and consistently, we can emerge from them stronger. Successful conflict management and resolution means keeping one's own interests and perspectives as well as those of the conflict partner(s) in focus in order to find viable solutions for all parties involved.

The core topic "Conflict Management and Resolution" focuses on these skills to be promoted:

  • Recognize potential conflicts at an early stage and address them with appreciation and clarity
  • Provide and obtain helpful feedback
  • Analyze existing conflicts and develop options for action for them
  • Working together as a team and with customers and cooperation partners to find solutions that everyone can support.
  • Communicate professionally and at eye level even in turbulent project phases and discussion situations, while keeping your own emotions "under control
  • Be able to build trust in groups, paving the way for open, we-turned-communication

A training/workshop will focus on these questions, for example:

  • Ein Training/Workshop wird sich zum Beispiel auf diese Fragen konzentrieren:
  • What is my personal conflict style
  • How do I deal with emotions in conflict - in myself and in my counterpart?
  • How do I skillfully deal with entrenched opinions and positions?
  • Wie lenke ich durch interessengerechtes Verhalten den Blick auf die Zukunft?
  • How do I find mutually beneficial solutions?
  • What is the contribution of my own thinking and perception patterns?
  • How can I specifically prevent conflicts?
  • How can I negotiate appropriately? - the Harvard model
  • How can I recognize and skillfully parry destructive strategies of others?
  • How do I get more standing and clarity?
  • How do I achieve more courage to address conflict?
  • How do I draw boundaries in conflict in a quick-witted way and say "no" where this is important?