Conflict Management

Increasingly organisations are recognising human and financial costs of unresolved conflict. Retention of employees and customers, productivity, reputation and profitability are all at risk if there is no effective, integrated system for the prevention, management and resolution of workplace conflict.

EASA works with your organisation to develop a flexible customised, comprehensive range of options to minimise the hidden costs of preventable conflict, strengthen staff competencies in resolving conflict and reduce and effectively manage organisational conflict.

EASA Conflict Management Services empower employees to engage constructively to resolve conflict.

EASA has expertise to assist to resolve workplace conflict between individuals, within and between teams and between organisations. Our range of interventions are applied flexibility to meet the specific individual and organisational needs.

Mediation

Workplace mediation can assist people to reach fair and practical solutions to workplace conflict. The process is designed to create a safe environment for parties in dispute to discuss their concerns and explore their options. This is done with the assistance of a trained and experienced mediator. The process typically involves:

Individual interviews with each party
Joint facilitated discussion
Provision of a brief mediation agreement on completion

Conflict Assessment

Typically involves teams, work units and larger groups where there are a range of issues. Processes may include:

Individual interviews
Briefings and meetings to agree process
Mediation(s) as required
Facilitated group discussion
Team development eg. Agreed Behaviours
Education sessions eg. Prevention of Bullying and Harassment
Coaching and counselling referrals

Conflict Coaching

Conflict coaching provides one-on-one assistance and support for people seeking to improve the way they manage conflict and disputes. The coach assists the person to:

Identify their goals for managing conflict effectively
Determine and take the required steps to attain those goals
Consider how to change their habitual behaviours that contribute to conflict
Shift unhelpful reactions to constructive responses
Improve communication skills in order to interact and address conflict situations more effectively
Reduce the harmful impact of conflict on themselves and others

Development of a Conflict Management Model for Organisations

Designing a system which emphasises early and low level intervention
Reviewing current rights based model (grievance policies etc) and ensuring the processes and options are clear
Training for HR and managers in the implementation of the conflict management model
Training to build competencies around the informal interest based aspects of the conflict management model.

Conflict Related Training

Conflict Resolution
Mediation Skills for Management
Prevention of Bullying and Harassment
Raising Issues and Concerns