Welcome to Module Three, empowering your employees to build use strong. And module three, which is the final module of this course, we will cover conflict resolution. This will give you the tools to reflect about your own approach to conflict resolution, and gain the skills needed to encourage de escalation of conflict in the workplace. Let's get started. In Module Three, we will be covering two lesson plans. Lesson One will be reflection before resolution, and lesson two will focus on conflict resolution tips and keeping the end in mind.

Lesson One reflection before resolution. In this lesson, we will be talking about the ability that managers have to create an environment that de escalates employee conflicts and supports an open and transparent culture by which the employees feel comfortable enough to communicate issues or speak up when issues arise. So by the end of this lesson, you will be prepared to recognize your own ability to set employees at ease and de escalate tense situations through a reflective approach. Many see conflict as this horrible adverse condition that we should all avoid. And in some cases, that could be so, however, conflict is a part of human nature. Even if there were only two people in an organization, conflict is inherent.

There are many potential causes of conflict, which could be perceived as disrespect, power struggles, a threat to someone's core values or just plain simple disagreements. The key here is, it is how and when we respond, that makes the difference on the outcome. There are five typical responses to conflict. They all have advantages depending on the circumstances. For an example competing, where one is just thinking about their own concerns, which doesn't seem the best way to address conflict. However, when there is an emergency, any quick decisive action is crucial.

That might be the way to go. collaborating and working together, which seems to be the ideal way of addressing conflict. It's not always the best way though. It's best used when you need an integrative solution. Were both concerns are critical, compromising practical and mutually accepted solutions. That always seems like a good way to address conflict as well.

However, it's best used when goals are moderately important, but not worth the effort of potential disruption and continuing to negotiate to get both concerns considered avoiding where you don't address the conflict at all, which is contrary to addressing conflict early on. However, it could be used when the issue is unimportant and other pressing critical issues are at hand. And so you would just avoid that particular conflict for the time being accommodating neglecting your own concerns and that doesn't feel good either in addressing late. However, in circumstances where you realize you are wrong, or to allow a better position to be considered accommodating could be a good way to go. You may be asking, What can managers do to help de escalate conflict based on this information. As you recall in the earlier modules, we talked about best practices theme around education and awareness for yourself and for your teams, which is a good way to start sharing those five levels of responses to conflict with your team, and giving them the opportunity to reflect on how they may be responding would be an awesome opportunity for your team.

Keep in mind, choosing the best time wisely is also critical for an exam Unless it's unavoidable, it would be best to share this information before the conflicts arise. Knowing that trying to de escalate conflict when it is high is much more difficult. Proactive versus reactive is also one of the best practices in the workplace. Finally, if needed, please enlist an HR professional if the conflict has spiraled out of control, if further mediation is needed, and of course, if it is a conflict that has moved to physical action, contact your corporate security department. I'm sure you realize by now that throughout the course we have encouraged a reflective approach in all areas of your management style which was primarily because you set the tone for the culture amongst your team. So it is critically important for you to be in tune with your own behaviors, your feelings about certain situations, and your potential biases while leaving in the workplace.

Another key point I'd like you to remember here is that the power to de escalate conflict can be stressful, and cause you to behave in certain ways that you did not anticipate, such as with anxiety, agitation, or increased anger excetera. Remember to check yourself and if this is the case, try to regroup and calm down, because otherwise it will unintentionally escalate. conflict, having the opposite effect of de escalation. Again, best practices for you and for your team is for you to initiate the conversations, encourage reflection and open communication about conflict amongst your team. This will motivate your staff to think about their own emotions, intense situations, and to address opportunities for potential improvement which will all empower your team to build a strong, healthy work environment. And wrap up of lesson one, we reviewed some of the types of responses to conflict and you were able to reflect on your own feelings about conflict.

I hope this lesson We'll support you in modeling the positive culture of your workplace. Remember, it's best when you are practicing what you preach. And lesson two is time to build your conflict resolution skills and prepare to inform your staff on the best ways to approach conflict in the workplace.