Tag: conflict

✅ If you’re referring to Neftaly’s accredited unit standard (114226) and associated workshop on developing conflict management skills, here’s what to expect:

* Durations and formats may vary by cohort.

???? Why conflict‑management mastery matters (and how you build it)

1. Learn your style with the Thomas–Kilmann Conflict Mode Instrument (TKI)

• 5 modes: Avoiding, Accommodating, Competing, Compromising, and Collaborating—based on assertiveness vs. cooperativeness. ecampusontario.pressbooks.pubkilmanndiagnostics.com
• Effective conflict management isn’t rigid: choose the style that matches the conflict type and relationship needs. knowledgebrief.comdebbiebaute.com

2. Negotiate based on interests (not positions)

• Influence and outcome improve when you separate people from problems, focus on underlying interests, invent options for mutual gain, and use objective criteria. Classic “Getting to Yes” approach. en.wikipedia.org

3. Pre‑empt conflict with self‑awareness and intentional communication

• Recognise patterns and stress triggers in workplace roles or peers. John Eliot’s voice technique—a slower, lower tone to calm situations—can subliminally diffuses tension. Investors
• The LOVE framework—Listen, Observe, Value, Engage—grounded in intentional vocabulary and setting mutual goals, helps prevent escalation. Investors

4. Build relational resilience and emotional agility

• Use forgiveness, active listening, and restorative feedback (Don Bulmer approach) to repair breakdowns. Open up space for “shared truths” early to guide solutions toward common purpose. Investors
• Use negotiation tools (the “3 P’s”: Prepare, Probe, Propose; and the “4 C’s”: Communicate, Calm, Collaborate, Compromise) for difficult conversations. verywellmind.com

???? How to apply it in your context

1. Start with introspection: Use TKI or a similar tool to understand your default conflict style. Assess its strengths and blind spots in the workplace.
2. Practice with real scenarios: Role-play examples from your industry—union negotiations, team disagreements, or performance conflicts—and try using different modes (TSK workshop format, or self-led).
3. Use a learning loop: After each real-life conflict, review objectives, emotions, and outcomes. Ask:
   • Which styles did I default to?
   • What questions (intentional probes) could have shifted the direction?
   • How did the outcome reflect the underlying interests vs. positions?
4. Cultivate proactive empathy: Before meetings, imagine the other party’s “victory speech”—what they need to win. Adjust your preparation to help them reach that—while preserving your priorities. Investors
5. Build team culture over time: If you lead people, embed post‑conflict reflection sessions and peer coaching. Foster norms where feedback—both giving and receiving—is routine, respectful, and focused on root causes (not personal blame).

???? Getting started: What to do next

• Enroll or inquire: Check the SAQA Unit Standard 114226 on conflict management via Neftaly’s official site (the advertised price is ~R 6 549 incl. VAT, but discounts may be available). Neftaly
• Register for the workshop: Conflict Resolution & Negotiation session is often offered to cohorts of 8+, especially for non-accredited leadership development.
• Request support documentation: If your organization subsidises professional development, use the workshop resources (templates, guided activities) when facilitating your own version internally.
• Track KPI improvement: Post-course, monitor dispute resolution time, informal incident frequency, job satisfaction, and team engagement as measurable outcomes.

???? Quick reference: Most‑used conflict management styles by situation

Use tools like these during or after the course to guide deliberate mode selection, rather than reacting automatically.