Dealing with Differences

How often, when faced with a challenging situation,
is it simply swept under the carpet?

This leaves the organization with a bumpy carpet, ready to trip up and create worse injury than the original differences. Conflict, in varying degrees, is inevitable in all relationships and organizations. It can mean growth and development. Conflict is often simply where any 2 sets of desires/expectations are not the same or at times when personalities and values differ.

At the heart of conflict resolution there are 2 key questions, what is the:

  • Value of the goal or desired outcome?
  • Value of the relationship?

Discover

  • What strategies should be in place to deal with differences?
  • What is your conflict resolution style and how do you best use it?
The Thomas Killman Conflict Mode Instrument helps individuals understand how different conflict-handling styles affect interpersonal and group dynamics. It also goes beyond conflict management to support team-building, leadership, coaching, and retention goals.
  • Competing: assertive and not cooperative
  • Collaborating: assertive and cooperative
  • Compromising: in the middle on both dimensions
  • Accommodating: cooperative and not assertive
  • Avoiding: neither assertive nor cooperative

Conflict Resolution Services

Up to the neck in alligators? John mediates conflict – getting involved individuals or groups to sit down together, not in arbitration or negotiations, but to ask: how are we going to work together?

John uses a variety of coaching, communication strategies and tools to identify and understand differences. He also helps to identify where differences drain a person’s battery and leaves them less resilient.

Did you know?

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