“There's a strong link between a person's ability to resolve conflict effectively and his or her perceived effectiveness as a leader-and therefore, his or her likelihood of promotion.”
Craig Runde
Management Development Institute
Eckerd College, Florida
I coach managers and executives who recognize the importance of conflict handling skills for the advancement of their own careers.
Through a series of conversations we explore your conflict management goals. We also consider the barriers that are preventing you from being a competent conflict manager.
Over a period of six months we meet for 2 hours every second week, to ensure
- the reduction of those behaviors which lead to harmful conflict, and
- an increase in conflict management strategies that are useful and practical.
As a result of our conversations, you will:
- Spend less time dealing with conflict
- Have stronger relationships
- Increase your leadership capacity
- Create an environment that fosters creativity
To establish a realistic picture of your present competencies I ask that you take two instruments:
1. The Conflict Handling Style Instrument
2. The Conflict Dynamics Profile
The Conflict Handling Style Instrument explores your propensity to use one of the five styles: avoid, accomodate, compete, compromise and collaborate. You discover how to strategize, and make informed choices about which conflict handling style to use in the future.
The Conflict Dynamics Profile focuses on constructive and destructive behaviors that influence how conflict unfolds. This instrument has been endorsed by the Center for Creative Leadership. They consider conflict management as the number one developmental need of managers in their Foundations of Leadership program.
The instrument has an optional 360-degree component and helps identify:
- your hot buttons
- your destructive habits
- your constructive habits