Wie gestalten Sie ein effektives Konfliktlösungstraining für Ihr Team?

I recommend that a training needs assessment (TNA) is conducted in the areas of conflict resolution, this will help to identify the specific areas or topics that will be covered in the training program. Pretest is also recommended at the beginning of training to have baseline line results on participants' knowledge regarding the subject matter because there are possibilities that staff members may have developed themselves after the TNA.

Begin by conducting a needs assessment to identify specific conflict areas relevant to your team. Tailor the program to address these issues, ensuring it aligns with your organizational culture. Incorporate interactive elements, such as role-playing scenarios and group discussions, to engage participants and encourage practical application of skills. Provide tools and techniques for effective communication, active listening, and empathy. Include real-life case studies to illustrate conflict resolution strategies in action. Finally, evaluate the program's effectiveness through feedback surveys and follow-up sessions, allowing for continuous improvement and reinforcement of skills learned.

The choice of training method should be based on targeting. That is, there is a method to choose the method! And that method is: what exactly do we want? That is, what effect exactly should conflict resolution training have on my business and how do I want to see this effect? As a result, holding a workshop, using virtual training, gamification, or any method we use to present something, should basically seek to satisfy the needs and reach the goals, even if it is very trivial but effective.

The content should include the development of a growth mindset and increase self awareness on the fixed mindset (see Carol Dwecks book on Mindset) when experiencing conflict and reactions.

The activities should invite the team to practice conflict resolution skills, and give them self-awareness tools to recognize how they react to conflict in the moment, and how this can impact how they show up. Giving the participants a strong foundation in their own values can help them navigate the stress that can accompany conflict.

Content should also highlight that conflict is not bad. How we react to conflict can go sideways, but conflict itself should not be avoided. It's important to understand the difference between healthy conflict and inappropriate responses to conflict. The best teams have wide diversity of opinion and perspective, so self-awareness and high emotional intelligence are important for teams to navigate conflict.

Communication Accommodation Theory (CAT) can be a powerful tool for conflict resolution by helping people adjust their communication styles to bridge the gap and find common ground. Here's how CAT can be applied in conflict situations: Mirroring and Matching: Encourage participants to mirror and match each other's communication styles in a controlled way. This can involve mimicking vocabulary, tone of voice, or body language to build rapport and demonstrate understanding.

To develop a training program for conflict resolution, it is necessary to identify the gaps in the interaction of team members, their causes and solution options. Then build a program, including a combination of coaching, mentoring, group and individual training and development, games, discussions and analysis of real cases aimed at resolving conflicts and eliminating gaps. As a result, it is necessary to evaluate the outcomes, how effective the tools were, adjust and improve the program and give feedback to all participants.

Knowing isn't the same as doing. Make the change easy for your participants by focusing on the smallest step they can take towards improving their own conflict resolution skills.