how to deal with signs of conflict?

Rows between employees, commotion and negativity during periods of organizational change, latent conflicts that linger and spoil the atmosphere, departments with a high level of absenteeism and turn-over, leaders under attack, toxic teams with a bad reputation, desperate managers,..  

These kinds of problems and questions end up with you, when you are working in the domain of Human Resources, personnel, well-being, individual, team or organizational development.

When you are dealing with conflict – from latent dissatisfaction to emotional crises – it is important to recognize the early warnings signs and to quickly understand what is going on.

Clear frameworks and perspectives to understand conflict dynamics and escalation behaviour, help you to support leaders and employees, to assess what kind of help is required and to give adequate advice.

You can also choose to learn how to facilitate a process of conflict resolution.


Become a conflict professional

How to support leaders to address the conflicts with their employees and in their team?

How can you help teams, project groups, departments or management teams to work in constructive and resilient way with differences, disagreement and conflicts?

Which role can you take up? Which approach is adequate? Which interventions are required to make conflicts discussible? How to help people to increase their conflict resolution skills?

As an internal or external professional, you can make a difference by taking action in a proactive, preventive or remedial way. 

Fortunately, you can learn how to deal with mild tensions in collaboration and with destructive conflicts.

Read here what is required to make a difference as a conflict professional in organizations.

“When we look at problems, we generally see a clashing between positions, where violence is attempted to get rid of one position in order to affirm a different position. (…)

In a conflict or challenge, the champion is there to defeat otherness, to make one part of the system supreme against all others.

The hero’s calling, on the other hand, is to shift the relational dynamic and the relational fields so the either/or of violence can open to the both/and of complementarity.”

(Gilligan & Dilts)