Conflict Management Training For Managers

Conflict management training for managers has to deal with a problem general courses ignore. The manager is rarely neutral, and pretending otherwise is what makes intervention fail.

You may have set the deadline the argument is about. You may have promoted one of them. You will almost certainly have a view about who is being reasonable, and both parties will assume you do.

The workable approach is not to manufacture neutrality. It is to be explicit. Say what you have decided and why, say what remains genuinely open, and acknowledge where you have a stake. A manager who names their position is easier to trust than one performing impartiality.

And know the point at which your involvement becomes the problem, which is when the dispute is about you.

Safe Work Australia covers the psychosocial duty. This is general information rather than legal advice.

See Sentrient’s course for managers and psychological safety course for managers.