Workplace Resources For Conflict Resolution Training Ppt

Slide 1

This slide highlights multiple conflict resolution resources at the workplace, i.e., internal and external expertise. Internal expertise includes human resources, an ombudsman, and shared neutrals. External expertise consists of conflict coaches, dispute resolution centers, and mediators.

Slide 2

This slide provides information on internal resources in the organization that help resolve workplace conflicts. The multiple resources are HRs, ombudsman, and shared neutrals.

Slide 3

This slide provides information on multiple sources outside the organization to help resolve workplace conflicts, such as conflict coaches, mediators, and dispute resolution centers.

Slide 4

This slide is a comprehensive, but succinct source of information on mediation, i.e., a structured method in which an impartial third party (the mediator) intervenes in a dispute to help parties to a conflict reach a satisfactory solution. The slide also covers details of multiple principles associated with mediation These are voluntarism, confidentiality, impartiality and objectivity, and self-determination.

Instructor's Notes:

A brief on multiple principles associated with mediation are:

• Voluntarism: The warring parties enter the mediation process according to their own will and have the right to exit the process at any stage or time
• Confidentiality: Any information shared during the mediation process remains confidential, giving employees in conflict the freedom to express themselves without any fear or reservation
• Impartiality and Objectivity: Mediators take a neutral stance to ensure that the mediation process remains impartial and objective
• Self-Determination: In the mediation process, it is the parties to a conflict that reach an agreement. A mediator guides them to a solution with his/her skill in asking the parties to think deeply about solutions

Slide 5

This slide list the responsibilities of a mediator in the mediation process, such as providing impartial support to all parties to the dispute, fostering a safe environment so that both parties can engage in open and honest dialogue and helping parties explore a variety of solutions to reach an agreement to work together.

Slide 6

This slide showcases the multistep mediation process to resolve workplace disputes. The major steps to be executed in order are: preliminary planning, scheduling, and room setup, greet parties and discuss the process, It also involves sharing perspectives, build an agenda together, negotiate in good faith, hold private meetings if necessary, draft agreements with details, and monitor follow-through

Instructor's Notes:

• Step1 - Perform Preliminary Planning and Scheduling: Calling the right people at the right time in the right room is the first step to resolving a workplace conflict. Do research upfront to identify who is involved in a conflict and then create an inviting environment for conflict resolution talks
• Step 2- Greet Parties and Discuss Process: Set ground rules, discuss your role as a neutral facilitator, and assure parties to the conflict that you will help them resolve their differences, and reach an amicable solution
• Step 3 - Understand Perspectives: Neutralize emotional language, reflect and reframe conflict points to demonstrate active listening towards each party's point of view for a better understanding of their respective perspectives
• Step 4 - Develop An Agenda Together: Post-hearing each party's perspective, prepare a cooperative agenda by guiding employees to build a list of topics to be discussed in the conflict resolution meeting
• Step 5 - Negotiate in Good Faith: As a silent player, provide employees the required space to brainstorm and prepare a proposal to create long-lasting and durable solutions
• Step 6 - Hold Private Meetings (If Required): Meeting privately will allow each employee to share sensitive information and ask for what they need. Connecting with both parties independently can help the mediator find common ground around which a consensus can be developed and shared with the disputing parties
• Step 7 - Draft Detailed Agreements: Draft detailed agreements with well-defined roles and responsibilities of each employee ensure that agreed-upon solutions are implemented, with commitment solutions
• Step 8 - Monitor Follow-through: Maintain a follow-through to ensure employees walk the talk on the agreed-upon points of the conflict agreement. Also, check for any signs of brewing resentment and coach employees to resolve issues amicably

Slide 7

This slide provides background of the case study on conflict management mediation at workplace. The major cause of conflict mentioned is unclear communication between two employees.

Slide 8

This slide showcases the question for workplace conflict management mediation case study. A trainer can use this question to conduct a roleplay during a conflict management mediation training session.

Slide 9

This slide showcases the outcome of the workplace conflict management mediation case study. It explains that mediation process helps both employees understand how and why was their communication style causing conflict.