{"id":103236,"date":"2025-07-04T12:22:13","date_gmt":"2025-07-04T10:22:13","guid":{"rendered":"https:\/\/sports.saypro.online\/index.php\/2025\/07\/04\/saypro-developing-conflict-management-skills\/"},"modified":"2025-08-04T13:39:28","modified_gmt":"2025-08-04T11:39:28","slug":"saypro-developing-conflict-management-skills","status":"publish","type":"post","link":"https:\/\/sports.neftaly.net\/index.php\/2025\/07\/04\/saypro-developing-conflict-management-skills\/","title":{"rendered":"Neftaly Developing Conflict Management Skills"},"content":{"rendered":"\n<h3 class=\"wp-block-heading\">\u2705 If you&#8217;re referring to <strong>Neftaly\u2019s accredited unit standard (114226) and associated workshop on developing conflict management skills<\/strong>, here\u2019s what to expect:<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Offering<\/th><th>SAQA NQF Level &amp; Credits<\/th><th>Typical Duration*<\/th><th>Standard Content*<\/th><th>Key Skills &amp; Learning Outcomes<\/th><\/tr><\/thead><tbody><tr><td><strong>Interpret &amp; Manage Conflicts in the Workplace (Unit Standard 114226)<\/strong><\/td><td>Level\u202f5\u202f\u2013\u202f8\u202fcredits<\/td><td>~12\u202fmonths (online access for 14 months)<\/td><td>Recognition of conflict signs; roles &amp; responsibilities under labour legislation; interests vs. positions; win\u2011win\/de-escalation techniques; implementing conflict-resolution processes. Includes final assessment.<\/td><td>Self-awareness of conflict triggers; using the Thomas-Kilmann framework to adapt personal style; planning, negotiating, and documenting workplace agreements. <a href=\"https:\/\/sports.neftaly.net\/product\/saypro-saqa-unit-standard-course-114226-interpret-and-manage-conflicts-within-the-workplace-level-5-credits-8\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Neftaly<\/a><\/td><\/tr><tr><td><strong>Conflict Resolution &amp; Negotiation Workshop<\/strong> (unaccredited)<\/td><td>N\/A<\/td><td>1\u20132 full days<\/td><td>Emphasis on practical negotiation methods (e.g., active listening, interest\u2011based bargaining), managing divergent views under stress, de-escalation techniques, and inclusive team outcomes. Offered to larger groups and Neftaly staff. <a href=\"https:\/\/staff.neftaly.net\/index.php\/saypro-training-and-development\/saypro-available-courses-and-workshops\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Neftaly Staff<\/a><\/td><td>Builds emotional self\u2011regulation, intentional verbal\/non\u2011verbal communication (e.g. \u201cvoice technique\u201d), and negotiation planning. Also fosters understanding of relational vs. task-level triggers. <a href=\"https:\/\/www.investors.com\/news\/management\/leaders-and-success\/conflict-resolution-by-getting-out-ahead-of-it\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Investors<\/a><a href=\"https:\/\/www.investors.com\/news\/management\/wisdom-to-live-by\/conflict-end-with-targeted-resolutions\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Investors<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">*\u202fDurations and formats may vary by cohort.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">???? Why conflict\u2011management mastery matters (and how you build it)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Learn your style with the Thomas\u2013Kilmann Conflict Mode Instrument (TKI)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>5 modes: <em>Avoiding, Accommodating, Competing, Compromising,<\/em> and <em>Collaborating<\/em>\u2014based on assertiveness vs. cooperativeness. <a href=\"https:\/\/ecampusontario.pressbooks.pub\/navigatinghr\/chapter\/2-2-the-thomas-killman-approachs-to-conflict\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">ecampusontario.pressbooks.pub<\/a><a href=\"https:\/\/kilmanndiagnostics.com\/using-the-thomas-kilmann-conflict-mode-instrument\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">kilmanndiagnostics.com<\/a><\/li>\n\n\n\n<li>Effective conflict management isn\u2019t rigid: choose the style that matches the conflict type and relationship needs. <a href=\"https:\/\/www.knowledgebrief.com\/hot-topic\/the-kilmann-method-for-conflict-negotiation?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">knowledgebrief.com<\/a><a href=\"https:\/\/www.debbiebaute.com\/post\/understanding-the-5-conflict-styles-in-the-thomas-kilmann-model?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">debbiebaute.com<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Negotiate based on interests (not positions)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Influence and outcome improve when you <em>separate people from problems<\/em>, <em>focus on underlying interests<\/em>, <em>invent options for mutual gain<\/em>, and <em>use objective criteria<\/em>. Classic \u201cGetting to\u202fYes\u201d approach. <a href=\"https:\/\/en.wikipedia.org\/wiki\/Getting_to_Yes?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">en.wikipedia.org<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Pre\u2011empt conflict with self\u2011awareness and intentional communication<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Recognise patterns and stress triggers in workplace roles or peers. John Eliot\u2019s <em>voice technique<\/em>\u2014a slower, lower tone to calm situations\u2014can subliminally diffuses tension. <a href=\"https:\/\/www.investors.com\/news\/management\/leaders-and-success\/conflict-resolution-by-getting-out-ahead-of-it\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Investors<\/a><\/li>\n\n\n\n<li>The <em>LOVE<\/em> framework\u2014<em>Listen, Observe, Value, Engage<\/em>\u2014grounded in intentional vocabulary and setting mutual goals, helps prevent escalation. <a href=\"https:\/\/www.investors.com\/news\/management\/wisdom-to-live-by\/conflict-end-with-targeted-resolutions\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Investors<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4. Build relational resilience and emotional agility<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use forgiveness, active listening, and restorative feedback (Don Bulmer approach) to repair breakdowns. Open up space for &#8220;shared truths&#8221; early to guide solutions toward common purpose. <a href=\"https:\/\/www.investors.com\/news\/management\/leaders-and-success\/conflict-resolution-by-getting-out-ahead-of-it\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Investors<\/a><\/li>\n\n\n\n<li>Use negotiation tools (the \u201c3\u202fP\u2019s\u201d: Prepare, Probe, Propose; and the \u201c4\u202fC\u2019s\u201d: Communicate, Calm, Collaborate, Compromise) for difficult conversations. <a href=\"https:\/\/www.verywellmind.com\/how-to-master-your-negotiation-skills-8406976?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">verywellmind.com<\/a><\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">???? How to apply it in your context<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Start with introspection<\/strong>: Use TKI or a similar tool to understand your default conflict style. Assess its strengths and blind spots in the workplace.<\/li>\n\n\n\n<li><strong>Practice with real scenarios<\/strong>: Role-play examples from your industry\u2014union negotiations, team disagreements, or performance conflicts\u2014and try using different modes (TSK workshop format, or self-led).<\/li>\n\n\n\n<li><strong>Use a learning loop<\/strong>: After each real-life conflict, review objectives, emotions, and outcomes. Ask:\n<ul class=\"wp-block-list\">\n<li>Which styles did I default to?<\/li>\n\n\n\n<li>What questions (intentional probes) could have shifted the direction?<\/li>\n\n\n\n<li>How did the outcome reflect the underlying interests vs. positions?<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>Cultivate proactive empathy<\/strong>: Before meetings, imagine the other party\u2019s \u201cvictory speech\u201d\u2014what they need to win. Adjust your preparation to help them reach that\u2014while preserving your priorities. <a href=\"https:\/\/www.investors.com\/news\/management\/wisdom-to-live-by\/conflict-end-with-targeted-resolutions\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Investors<\/a><\/li>\n\n\n\n<li><strong>Build team culture over time<\/strong>: If you lead people, embed post\u2011conflict reflection sessions and peer coaching. Foster norms where feedback\u2014both giving and receiving\u2014is routine, respectful, and focused on root causes (not personal blame).<\/li>\n<\/ol>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">???? Getting started: What to do next<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Enroll or inquire<\/strong>: Check the <em>SAQA Unit Standard 114226<\/em> on conflict management via Neftaly\u2019s official site (the advertised price is ~R\u202f6\u202f549 incl. VAT, but discounts may be available). <a href=\"https:\/\/sports.neftaly.net\/product\/saypro-saqa-unit-standard-course-114226-interpret-and-manage-conflicts-within-the-workplace-level-5-credits-8\/?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noreferrer noopener\">Neftaly<\/a><\/li>\n\n\n\n<li><strong>Register for the workshop<\/strong>: Conflict Resolution &amp; Negotiation session is often offered to cohorts of 8+, especially for non-accredited leadership development.<\/li>\n\n\n\n<li><strong>Request support documentation<\/strong>: If your organization subsidises professional development, use the workshop resources (templates, guided activities) when facilitating your own version internally.<\/li>\n\n\n\n<li><strong>Track KPI improvement<\/strong>: Post-course, monitor dispute resolution time, informal incident frequency, job satisfaction, and team engagement as measurable outcomes.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">???? Quick reference: Most\u2011used conflict management styles by situation<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Scenario<\/strong><\/th><th>Recommended TKI Mode(s)<\/th><th>Why it works<\/th><\/tr><\/thead><tbody><tr><td>Urgent decision during a crisis<\/td><td><em>Competing<\/em><\/td><td>Gets a resolution quickly when time is scarce and clarity is essential<\/td><\/tr><tr><td>Building long-term collaborative relationships<\/td><td><em>Collaborating<\/em><\/td><td>Addresses underlying interests and creates win-win outcomes<\/td><\/tr><tr><td>Minor issue, low emotional charge<\/td><td><em>Avoiding<\/em> or <em>Accommodating<\/em><\/td><td>Saves people from unnecessary escalation; preserves harmony when stakes are low<\/td><\/tr><tr><td>Time\u2011constrained or intermediate-stake conflict<\/td><td><em>Compromising<\/em><\/td><td>Improves fairness and keeps progress moving without deep dive<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Use tools like these during or after the course to guide deliberate mode selection, rather than reacting automatically.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u2705 If you&#8217;re referring to Neftaly\u2019s accredited unit standard (114226) and associated workshop on developing conflict management skills, here\u2019s what to expect: Offering SAQA NQF Level &amp; Credits Typical Duration* Standard Content* Key Skills &amp; Learning Outcomes Interpret &amp; Manage Conflicts in the Workplace (Unit Standard 114226) Level\u202f5\u202f\u2013\u202f8\u202fcredits ~12\u202fmonths (online access for 14 months) Recognition [&hellip;]<\/p>\n","protected":false},"author":30,"featured_media":1302916,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[524,370,429,29,73],"class_list":["post-103236","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-saypro-sports-insights","tag-conflict","tag-developing","tag-management","tag-saypro","tag-skills"],"_links":{"self":[{"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/posts\/103236","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/users\/30"}],"replies":[{"embeddable":true,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/comments?post=103236"}],"version-history":[{"count":1,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/posts\/103236\/revisions"}],"predecessor-version":[{"id":112042,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/posts\/103236\/revisions\/112042"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/media\/1302916"}],"wp:attachment":[{"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/media?parent=103236"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/categories?post=103236"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sports.neftaly.net\/index.php\/wp-json\/wp\/v2\/tags?post=103236"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}