Coordinator = Jerry Windle
Graphic designer = Jayme Amble
Director = Michelle O'Halloran
Creative Conflict Consultants is a management consulting firm known for its customized approaches to solving today’s business challenges in the area of conflict. We specialize in
Conflict Management/Resolution and provide customized business consulting, training services
(team and individual), and workshops to help clients optimize their strengths, enhance performance, discover new opportunities, and maximize customer value.
Conflict- even the word can be off-putting! Yet conflict is so common in the workplace today. It might be conflict between colleagues or between a manager and employee or with members of the public or customers. Conflict is unavoidable. It is a natural consequence of human interaction. But most people are uncomfortable handling conflict in both personal and professional settings. Even though we know that conflict can have positive outcomes such as greater clarity and understanding, positive change and higher performance. This is at least partly because we see conflict as a bad or wrong thing.
Whatever the source of the conflict and whoever the conflict involves, two things are certain: if the conflict is not handled effectively it will persist and fester. And the parties themselves will suffer in terms of relationships, stress and worry, and work performance.
How often have you heard someone say, “I’d like to get rid of conflict in my life?”
By definition, to be in conflict means “to come into collision or disagreement; be contradictory, at variance, or in opposition; clash.” Given that we are forever colliding and disagreeing with people; clashing over issues serious or trivial, rational or irrational, the day we can expect to be rid of conflict is the day we die. Conflict, like death and taxes, is something we can bank on forever.
The purpose of CCC is to promote the best possible means of conflict management and resolution in real-life situations. The courage to enter into “productive conflict” comes from knowing and applying the strategies presented in this program appropriately.
You will learn to identify “conflicts types,” and ideally, they will begin to understand that it is safe to disagree on issues when rules of engagement are set forth.
There is a big difference between “attacking the problem” (which is appropriate) and
“attacking the other person” (which is absolutely inappropriate). When we attack others, relationships suffer and communication breaks down and nothing is resolved. The resulting costs to the people involved and to their organizations can be extremely high.
Conflicts arise from differing needs
Everyone needs to feel understood, nurtured, and supported
• A conflict is more than just a disagreement It is a situation in which one or both parties perceive a threat whether or not the threat is real.
• Conflicts continue to fester when ignored - Because conflicts involve perceived threats to our well-being and survival, they stay with us until we face and resolve them.
• We respond to conflicts based on our perceptions of the situation, not necessarily to an objective review of the facts. Our perceptions are influenced by our life experiences, culture, values, and beliefs.
• Conflicts trigger strong emotions - If you aren’t comfortable with your emotions or able to manage them in times of stress, you won’t be able to resolve conflict successfully.
Conflicts are an opportunity for growth - When you’re able to resolve conflict in a relationship, it builds trust. You can feel secure knowing your relationship can survive challenges and disagreements.
CONFLICT EMPOWERS THOSE WHO KNOW HOW TO MANAGE IT. Regardless of the root of a conflict, management of conflict is an art worth learning.
Whenever we defend ourselves, it only means the other person is going to attack harder.
When we achieve this, and