Conflict management
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macrolearningThe 6 Strategies of Conflict Resolution
When it comes to resolving conflicts, people use different coping strategies. In this context, conflict researcher Gerhard Schwarz designed six methods – fleeing, fighting, yielding, delegating, negotiating and agreeing. Participants learn the advantages and disadvantages of these strategies and are guided to develop action competence in dealing with conflicts.
macrolearningTalking through Conflict
Simmering conflicts are toxic to the workplace – in terms of both atmosphere and productivity. However, most conflicts can be diffused or completely cleared up with conflict resolution techniques. In this interactive multimedia e-learning course, participants will learn how to prepare for conversations about conflict, how to conduct conflict resolutions, and how to ensure that everyone honors their agreements.
macrolearningAvoiding and Defusing Workplace Conflicts
Where there are people, there will be conflicts. This e-learning uses four methods to teach strategies for dealing with conflict. The earlier these methods are used, the faster a conflict loses its meaning and effect. The four methods are 1. Respect the emotional level. 2. Use humor as a tool to defuse conflict. 3. Learn to criticize fairly. 4. Consistently avoid power games. Through exercises and game scenes, participants are encouraged to try out these simple methods of conflict resolution in everyday life and thus acquire the competence to act.
macrolearningThe Harvard Approach to Conflict Management
The Harvard Concept is considered one of the most important methods of conflict resolution. Its core principles, such as distinguishing between interests and positions, are the basis for mediation and conflict resolution around the world. In this e-learning course, participants will learn how to apply the Harvard Concept to the challenges they face in their work. They will learn the key guidelines and be encouraged to apply the Harvard concept and in this way strive for win-win solutions.
macrolearningUnderstanding and Identifying Types of Conflicts
The causes of conflicts vary in individual cases. Nevertheless, different types of conflict can clearly be identified in everyday life: Role conflicts, goal conflicts, assessment conflicts, personal conflicts and distribution conflicts. In this e-training, participants learn about the different types of conflict. This puts them in a position to analyze the causes of conflict and thus develop conflict solutions more quickly and in a more targeted manner. With the help of theoretical input, game scenes and exercises, participants are enabled to apply and implement what they have learned in their real-life environment.
macrolearningConflict Resolution between Colleagues
This e-training course shows the typical signs and levels of a conflict. In addition, different reactions to conflict are introduced and a detailed method for solving conflicts will be provided. Furthermore, the Harvard Concept shows how to find the win-win solutions in situations of conflict.
macrolearningTalking through Conflict
Simmering conflicts are toxic to the workplace—in terms of both atmosphere and productivity. However, most conflicts can be diffused or completely cleared up with conflict resolution techniques. Knowing these tools and how to use them is critical for managing disagreements in the workplace. In this interactive multimedia e-learning course, participants will learn how to prepare for conversations about confict, how to conduct conflict resolutions, and how to ensure that everyone honors their agreements.
microlearningUse typical conflict resolution strategies constructively
Conflicts in professional life can be dealt with in different ways. Learn to consciously choose the right strategy depending on the situation and to approach conflict in a reflective and constructive way!
microlearningMy Coworker Turns Aggressive in Conflict Situations
In moments of conflict, it's common for one side to feel provoked and respond with (personal) attacks. Here, you will learn how to guide the conversation back to a constructive dialogue.
