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Conflict Resolution Course I Certification I Training

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What will you learn from this course?

Choose the most effective dispute resolution tactics.

Recognize the difference between positive and negative conflict.

Getting the intended outcomes from a disagreement

Conduct effective negotiations

Recognize dysfunctional personality traits

Recognize the early indicators of conflict and stop it before it begins

While engaged in a dispute, keep yourself safe and create appropriate limits.

Control your bad feelings.

Change your default settings for more efficient responses.

When in a dispute, practice flexibility

What is conflict resolution?

Conflict resolution is defined as the techniques and procedures used to facilitate the amicable resolution of hostilities and retaliation. Committed group members actively tell the rest of the group about their opposing ideas or motivations and engage in collective bargaining in an effort to settle group problems. In the manner that conflict is handled, the dimensions of resolution frequently correspond to the dimensions of conflict. Conflict is viewed and understood by disputants in terms of their views, perspectives, understandings, and attitudes. Emotional energy, or how disputants feel about a problem, is what leads to an emotional resolution. Resolution of disputes via conduct is a reflection of the disputants' actions and behavior. In the end, there are many different approaches and techniques for resolving disputes, including diplomacy, mediation, arbitration, and creative peacebuilding.

What are the causes of conflict in any workplace?

Overconfidence

We have the propensity to have inflated expectations due to our inclination to be overconfident in our judgments. For example, disputants are prone to overestimate their chances of succeeding in court, which might cause them to reject a negotiated settlement that would save them time and money.

Increase in commitment

Whether negotiating a merger, a labor strike, or a disagreement with a coworker, negotiators are prone to unreasonably increase their adherence to their chosen strategy long after it has served its purpose. We vainly attempt to recuperate our prior expenditures in a disagreement (such as cash spent on legal bills), oblivious to the fact that such "sunk costs" should have no bearing on our future choices.

Self-serving views of fairness

We interpret what would seem most fair to us, then defend this choice on the grounds of fairness, rather than judging what is fair from a position of neutrality. For instance, it is probable that department heads will each believe they should receive the majority of the annual budget. Conflicts result from disagreements on what is fair.

Avoiding conflict

We may attempt to suppress unpleasant emotions because they make us feel uncomfortable and distressed in the hopes that they would go away with time. In fact, when parties avoid dealing with their powerful emotions, conflict tends to grow more entrenched and there is a larger demand for conflict resolution.

What are the benefits of conflict resolution?

It may be changed to suit a situation's requirements

There are five conflict resolution approaches, according to experts: avoiding, competing, accommodating, compromising, and collaborating. Avoiding is a wise course of action when the situation is hot and everyone needs to calm down, even if it means temporarily separating the opposing parties. Competing, which deals with dispute head-on, might provide quicker outcomes, but the "my way or the highway" attitude it fosters can exacerbate marital problems. The opposing, accommodating style, entails caving into the other individual or group. It may be effective when a compromise is not feasible, when the other party is the expert, or when their interests outweigh your own.

It fosters endurance.

Conflict resolution requires time. Everyone should feel heard and have their needs understood. A disagreement will take longer to resolve the more complicated it is. If there are several parties involved, even seemingly straightforward disputes might go on for a while. The collaborative method, sometimes known as the "win-win" strategy, frequently produces the best outcomes but requires the most time. You'll need to exercise patience if you want to succeed in this technique.

It promotes more direct dialogue.

When a problem is resolved, having effective conflict-resolution skills remains useful. In partnerships when there has been conflicting in the past, abilities like active listening, patience, and emotional objectivity are still important. To make sure everyone is satisfied with the way things are going, the parties concerned should keep an open line of communication. If a new dispute arises, a history of open communication solves many issues before they become more serious. Thus, preventing disputes from starting in the first place is another goal of conflict resolution.

Resolution of disputes can lead to innovations

Everyone has an opportunity to voice their opinions throughout a successful dispute-resolution procedure. Parties are exposed to distinctive viewpoints and fresh ideas when abilities like active listening and patience are present. The group could find a fresh approach to a dilemma, which might result in intriguing inventions. When seen through this perspective, disagreement is really an indication that a company values variety. There wouldn't be much disagreement if everyone always agreed with each other, but there also wouldn't be any creativity. Conflict resolution abilities are crucial if a conflict is to result in positive outcomes.

Conflict resolution helps you cope with stress.

Most people experience extreme stress when they are involved in a dispute. There is frequently a feeling of hopelessness, annoyance, or even fury. The danger of an escalation might be quite real when no one is able to handle the disagreement appropriately. Even though burying an issue usually makes it worse later, avoidance may become a more regular temptation in reaction to this dread. When you know how to lower the intensity of a conflict, it becomes less frightening and stressful. You'll feel better equipped to participate in confrontations that you may have previously avoided.

Who can take this course?

Those who want to improve leadership abilities and have an advantage over others Those who want to successfully manage issues and navigate them

Those who are sick of communication mistakes and miscommunication

Those who want to practice emotional regulation and stress resilience

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Course Syllabus

Getting Started 11 lectures 17 mins
Introduction Preview 01:42
Welcome guide document 10 Pages
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Welcome guide document 10 Pages
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2 Some title goes here 07:42
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Welcome guide document 10 Pages
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2 Some title goes here 07:42
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Welcome guide document 10 Pages
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2 Some title goes here 07:42
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