Winning People Over to Your Way of Thinking: Conflict Management and Negotiation

Winning People Over to Your Way of Thinking: Conflict Management and Negotiation

Top 16 Essential Soft Skills for The Future of Work

Overview

What if we viewed disagreements as a catalyst for the organization’s growth, instead of something to be feared and avoided?

No one wants to work in constant fear of reprisal or resentment. In an era where information is readily available and communications are instantaneous, it’s ironic that we’re losing our ability to build rapport and resolve differences with our colleagues, clients or suppliers. Indeed, the ability to manage conflict is rapidly becoming an essential competency for any aspiring leader or manager.

When your employees are equipped with a transparent process to identify and resolve conflicts, they are motivated to be more creative and productive. This is because they have the correct tools to voice their concerns and opinions, and they can rely on their colleagues to provide a safe and trusted environment for discussion or debate. This leads to a creative, trusting and productive work culture.

In addition to increasing job satisfaction levels, employees who have great negotiation and conflict resolution skills are able to address their clients’ needs effortlessly. Hence, providing every member of your organization with effective conflict and negotiation skills should be at the top of your employee development list.

Learning Objectives

This workshop seeks to inculcate into participants through interactive learning, re-writing exercises, and role-playing the skills of designing and delivering convincing presentations, like a UK Barrister! At the end of the workshop, participants shall hold in their hands' specific skills, concepts and experiences that can propel themselves and the company toward greater results.

Methodology

Think differently to alter direction.

The experience of learning to read and write for the first time is likely to remain vivid in your memory. The skill is ingrained and it stays. The primary objective of our training and workshop is to make your new knowledge and abilities as durable as the ones you've already accumulated. They foster fresh ideas. They enable great feats. Individual behaviour and attitude contribute to your organization's success is what we prioritise.

Combining experiential, instructional, and discovery learning with current coaching technology promotes profound transformations in attitudes and behaviour that enable sustainable change in your business. These adjustments improve results.

Our programmes involve with 12 unique learning methodology as below:

Learning Outcomes

By the end of this course, participants shall be able to:

Negotiation and Avoiding Conflict

Hold a basic understanding of the basic negotiation techniques used by Barristers in the UK
The Law of Connection - Start thinking in the other person’s terms and to be empathetic towards the other person’s needs and interests
How to go into every conflict management situation full of confidence, good will, and the mindset to develop constructive solutions out of conflict. Participants learn to harness the energy of conflict for creativity and development
Learn how to avoid arguments, by communicating effectively, wise management of stress and difficult situations, and raising our personal awareness to prevent entering into conflict unwillingly
Instead of taking feedback or complaints personally, to reframe their perspectives of people and situations into opportunities to adjust and develop
Use the best ways to influence, or convince other people, knowing that we make conclusions based on our individual premises (facts, observations, experience, assumptions)

Resolving Conflict

When conflict cannot be avoided, to choose the right time, body language, attitude and strategy, as well as to carefully understand each party’s needs and interests, be empathetic to what each party perceives to be the root cause of the conflict
Understand each party’s needs and interests through effective, elegant and diplomatic fact-finding (empathy) for better understanding and finding solutions
How to present their point of view with impact, and how to effectively negotiate and handle different types of objections
Lead the solution finding process, and the importance of letting the other person feel that they had the largest part in coming up with the solution
Admit fault gracefully and elegantly when they are in the wrong
Pace, Pace, Lead - Know exactly where and how to intervene while noticing tensions and to diffuse tense situations and interfering emotions using an effective model.
Maintaining a strong and trusted relationship at work regardless of the outcome of the conflict
Listing down, selecting and documenting the agreed solution between the parties

Learning Outline:

MODULE 1: An Introduction to Negotiation Techniques and the Negotiator’s Mindset

An introduction to the three persuasion / negotiation styles as a Barrister: The Competitive Style, the Cooperative Style, and the Collaborative Style
The Law of Connection - We must have the ability to speak directly to the other party’s needs and emotions, and that every negotiation must be anchored to the other person’s point of view
How to go into every negotiation / conflict management situation full of confidence, good will, and the mindset to develop constructive solutions out of conflict
Why active and empathetic listening is a vital skill to build rapport and managing conflict
Demonstration and Role-Play exercises: We put participants in realistic workplace scenarios to master and utilize the techniques learnt, whilst providing group coaching and feedback

MODULE 2: The Best Way to Win an Argument, is to Avoid It

A deeper dive into the skills of empathetic communication (being compassionate to our own needs and the needs of the other party) and raising our personal awareness to prevent entering into conflict unwillingly
DiSC Personalities - Understand that different communication methods are required for communicating with different types of people (DiSC). If we employ the correct methods of communication wisely, we find ourselves avoiding many conflicts altogether!
How self-love and personal mastery is the key to avoiding arguments or unduly harsh criticism of others, and how it will ultimately help us become more influential and confident leaders by wise management of stress and difficult situations
The 3 Components of Feedback - Instead of taking feedback or complaints personally, to reframe our perspectives of people and situations into opportunities to adjust and develop
Demonstration, Group Discussion and Games: We put participants in realistic workplace scenarios to master and utilize the techniques learnt, whilst providing group coaching and feedback

MODULE 3: When Conflict Cannot be Avoided - The Vital Role of Active Listening and Empathy

When conflict cannot be avoided, choosing the right time, body language, attitude and strategy (delivery of value, letting the other person originate solutions, admitting fault) to resolve conflict
Silver Lining and Empathy - The crucial skill of helping others feel important in conflict management – why Active Listening and empathy is a key component to resolving conflict with anyone
When the other party has concerns or worries - how to seek out, and listen actively to their concerns and objectives through effective, elegant and diplomatic fact-finding. Participants will be trained how not to project their own assumptions onto the other party
Put the other person at ease and identify the issues. Be clear about what each party perceives to be the root of the problem, and check for understanding
Burn the Candle - Advanced techniques to put ourselves, honestly and sincerely, in our audience’s shoes. Empathize and echo the other person’s needs, concerns and desires and provide the correct assurances
Demonstration and Empathy Games: We put participants in realistic workplace scenarios to master and utilize the empathy techniques learnt, whilst providing group coaching and peer assessment

MODULE 4: Influencing Other People Over to Your Way of Thinking

Advanced ways to influence, or convince other people, knowing that they make conclusions based on their individual premises (facts, observations, experience, assumptions)
Present to the other party the consequences of not fixing what you perceive to be the problem (how the problem will get worse and worse)
Never tell the other person, “You’re wrong,” as it arouses great opposition and resistance
Overcoming Objections and Arguments - A deep dive into the various forms of objections, what the other person really wants when those objections are raised, and how to effectively communicate and handle each of these objections
Persuasion and Negotiation Techniques - Participants learn how to get the other person saying “Yes, yes” (agreeing) as soon as possible. We must always begin each interaction by emphasizing the things on which you agree, and that we are here to serve them
Address questions or challenges in a convincing manner
Demonstration, Group Discussion and Role-Plays: We put participants in realistic workplace scenarios to master and utilize the techniques learnt, whilst providing group coaching and feedback

MODULE 5: Letting the Other Person Originate the Solutions and Admitting Fault?

At times, it is effective and wise to let the other person originate the solution – How to make suggestions using effective and sincere language, and let the other person feel that the idea is his or hers (guide the other person towards a common goal)
Progress the Narrative - If we are wrong, admit it quickly and enthusiastically. Make it easy for the other party to be in an understanding and forgiving mood
When all fails, the role of throwing a challenge to the other person

MODULE 6: Diffusing Emotions

Know exactly where and how to intervene while noticing tensions
Pace, Pace, Lead - Learn to diffuse tense situations and interfering emotions using an effective model. Listen closely to the other party’s concerns or feedback, and how to suggest alternatives
Harness the energy of conflict for creativity and development
Maintaining a strong and trusted relationship at work regardless of the outcome of the conflict
Demonstration and Group Discussion: We put participants in realistic workplace scenarios to master and utilize the empathy techniques learnt, whilst providing group coaching and peer assessment

MODULE 7: Resolving the Conflict and Enforcement of the Agreement

List down all the possible solutions and evaluate them against each party’s needs
Select a viable solution together. Map out and consider all possible consequences before committing to the solution
Document the agreement for clarity and to avoid future conflict
Consider how to resolve possible contingencies / failures, and whether future analysis and adjustment is necessary