详情

Dynamic Top Team Integration

Course Duration: 2 Days

Introduction

Nothing can destroy productivity faster than conflict in the workplace. Whteher it is subtle, just beneath the surface or becomes emotional encounters, conflict can paralyze your group, department, or the entire organization.

Using proven principles, this program leverages on the best approaches for effectively dealing with conflict, so that you can resolve issues while maintaining productive relationships. These workplace conflict techniques and tools will help bring important issues to light, open the lines of communication and strengthen relationships.

Unmanaged conflict in the workplace can lead to reduced levels of teamwork and cooperation, diminished employee commitment and lower levels of quality and productivity and hence impact and affect work culture negatively.

Conflict Management can be exciting and rewarding. It can be a chance to get to the heart of a problem, rather than only focusing on the surface or obvious issues. Most conflicts have core causes and once those are addressed, conflict management becomes an option to choose rather than run away from.

Learning Outcomes / Benefits

This workshop will help you:

Understand the Nature and Sources of conflict and how to deal with them appropriately
Apply principles and practices of sound Confilct Resolution Principles
Diagnose your conflict solving style
Use and leverage conversations as mean to turn conflict into positive and productive energy
Encourage collaborative problem solving and gain consensus on key matters
Manage conflict in your team effectively
Use a systematic methodology to manage conflict
Develop your confidence to handle difficult people and tricky converations
Learn practical tools that you can use in real-life situations
How to apply the proven 7-step formula for resolving conflict
How to use critique in a way that is specific, non-accusatory and constructive in diffusing and redirecting conflict

This in-depth, hands-on workshop provides successful strategies to deal confidently with conflict using an organization development approach.

Key Content

Module 1: Conflict, Conversations and Constraints That Impede High Performance Teams

The purpose and nature of conflict
Positive conflict versus negative conflict
What conflict is and conflict is not
Business health check
Leadership & conflict | Assessment - individual
HOTS Conflict Management Framework - 7 conflict styles in the workplace
Case study of conflict based on HOTS Conflict Resolution Framework
The role of crtitique in conflict resolution
Introducing Genos / LDC (Lead, Develop, Care) Model to open up new perspectives to leading and managing

Module 2: S.O.A.R & C.H.I.P.S Current Scenario Scanning

Team brainstorming on:

SOAR: Scenarios Opportunities Aspirations & Results Desired
CHIPS: Challenges, Headaches, Irritations, Problems, Struggles
What are the core issues and implications - What if, Why not, How Might We
Introducing the role of critique as a tool for conflict resolution, progress & growth

Module 3: Benchmarking Best Team Operating Principles / Practices

Selecting Best Practices according to The HOTS Team management & conflict framewrok

Communication and facing up
Mutual support & trust
Team decision making
Initiative to change versus traditions precedents & past practice
Customer focus

Module 4: Identifying Current Operating Principles

Communication and facing up, mutual support & trust, team decision making, initiative to change, customer focus
Identify actual practice
Examples, issues and implications, parties involved
Intervention to opening up members and conflict resolution
Identifying limiting and paralyzing beliefs
Empowering beliefs to practice and reinforce in optimizing conflict situations
Critiques and checkpoints
Facing up, catalytic intervention, confrontational intervention and acceptant intervention
Win-win creative solutions and commitments for change and progress

Module 5: Trustbuilding - All to One Critique & Feedback for Progress

All to one dynamic feedback
Strengths
Improvement expectations of each other
Clarifying the expectations
Commitments to change and buddy system to reinforce

Module 6: Cross Functional / Cross Sectional Integration: Internal Customers Service Level Agreement Setting

Interdepartmental / Sectional feedback on expectations from each other
What I need from you / your department / section in terms of Mechanics (Operational, Quality & Delivery) and Dynamics (Behavioral factors such as empathy, support, care, respect, tact, communication etc.)
What we need to Stop Doing, Do Less, Do More and Do New
Clarification
Follow up & Ownership
Indicators of success

Module 7: Mental Models and Mindsets that Facilitate Change, Communication, Connectedness and Conflict Solving

Mental Models to adopt
How to Lead, Develop and Care (LDC) more effective by engaging the head, heart & hands and making it happen
Ground rules for continuing openness and high performance team culture