Conflict Resolution Training

Written by Michael Federico
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Conflict resolution training is something that those who consistently work in volatile situations are familiar with. Settling disputes takes a set of skills that most people have to learn. Even for those who are naturally inclined to solve others' problems, some conflict resolution training is necessary.

A deep understanding of how people communicate is essential for successful conflict resolution. No two people will deal with each other in exactly the same way, but when we know how certain personality types react to each other, we are forewarned (and, as the saying goes, forewarned is forearmed). The party who is trying to settle the situation must understand how he or she can best relate to those involved with the conflict in order to reach the desired outcome. Behavioral profiles can be a very effective tool for conflict resolution training. Highly specialized assessments such as the DISC Profile can essentially show how certain people will react in certain situations. When taking a DISC Profile, a person basically rates how much certain questions and statements apply to him or her. The results give a surprisingly in-depth look into one's personality. They also give examples of how a person might best work with others. For instance, one who questions his own ability might actually thrive in a team environment where he has a very specific set of duties. Knowing how people work best can allow managers to limit conflicts between coworkers.

Conflict Resolution Training for Corporations

It is often thought that police officers, teachers, and those who have jobs along similar lines are the only ones who can benefit from conflict resolution training. However, corporations are constantly bogged down by conflicts that could be quickly be resolved. If managers and team members were simply made aware of their tendencies in the office, they would be better equipped to overcome or even avoid these confrontations.

Serious conflicts, though, can often arise. Sometimes they develop from a simple case of misunderstanding or miscommunication. If a supervisor has undergone conflict resolution training, he should be able to sit down with the two parties and rapidly find a solution that best suits everyone involved.

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