Communication
Conflict Management
A transformational programme on conflict, starting with the conflict inside the person, because that is where the interpersonal one usually begins.
The business challenge
Why organizations ask for this.
Unmanaged conflict does not disappear. It migrates into passive resistance, attrition, and the slow decay of cross-team trust. Most managers avoid it because they have no structure and improvise badly under emotion.
Approach & methodology
How the programme actually runs.
3 days across 2 live workshops + follow-up · Blended · includes an individual DISC assessment · facilitated with a psychotherapist
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Preparation
Individual DISC test sent before the workshop, plus a kick-off session.
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Day 1: Defining conflict
Theory, definitions, typologies, structure and causes of conflict. Identifying whether a conflict actually exists. A fresh approach to the concept itself.
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Day 2: Intra-personal conflict
Emotion management: recognising your own negative emotions and regulating them; strategies of emotion regulation; how personal conflict connects directly to conflict with others. DISC debrief.
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Day 3: Interpersonal conflict
Identifying your own communication style and the style of the other person; types of communication; communication in conflict management; initiating dialogue.
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Follow-up
A second-month session for Q&A and discussion on real situations.
Competencies built
What participants can do afterwards.
Conflict resolution
Work the conflict rather than waiting for it to mature.
Emotional control
Manage your own reaction first, because it sets the other person's.
Empathy
Understand the interest sitting behind the position.
Negotiation
Find the outcome both sides can live with and defend internally.
Assertiveness
Say what you need without turning it into an attack.
Expected business outcomes
What the organization should see.
Faster conflict resolution
Stronger team trust and collaboration
Improved emotional climate and productivity
Schedule & format
Practical details.
FAQ
Frequently asked questions
All employees and leaders.
3 days across 2 live workshops + follow-up. The rhythm is deliberate: modules are spaced so participants apply the behaviour at work between sessions.
Blended · includes an individual DISC assessment · facilitated with a psychotherapist. We adapt the mix to your geography and shift patterns.
Yes, and it always is. We start with two to three individual conversations with selected participants, then rebuild the cases, the language and the practice situations from your business.
Kirkpatrick levels one to four: reaction, knowledge, self-assessed behaviour, and the participant's manager assessing the same competencies. We agree the target behaviours with the sponsor before design starts.
Digital missions and buddy work on PROMOTE, with the participant's own manager involved. This is the difference between 15–20% and 60–80% transfer into practice.
Yes. We also deliver in French across our Western European and African operations.
Related programmes
Others in Communication.
Storytelling in Public Speaking
Structure, story and presence, so the message survives the room and gets repeated afterwards.
PCM: Process Communication Model
A certified model for reading personality in real time. According to PCM, the process of communication (how we say something) is the differentiating factor in whether what we say lands at all.
Feedback
Feedback that is specific, timely and survivable, for both people in the room. Built on SBI and the feedforward mindset.
Start a conversation
Book a strategic discussion about Conflict Management.
If you are evaluating how to build capability that actually changes the way your organization works, we can help you define the right starting point, cohort design and delivery sequence.
The first conversation is diagnostic. We discuss your context, priorities, maturity, and where capability building can create measurable leverage.