Resolving Conflict in the Workplace ... before it starts ...gets you less drama, more productivity, increased profits

You'll never stop conflict in the workplace ... but you can lessen it's intensity and get it so it's only a small blip easily resolved

Are you losing sleep because your team morale is taking a hit because of bickering, fighting, backbiting and office politics?

I completely get you. I've had the same challenges myself.

In fact, at times, I've been the person causing much of that conflict ~ sad but true!

Bickering, fighting, backbiting and all other forms of workplace conflicts are draining. Draining on productivity. Draining on profitability. Draining on your soul. 

I'm sure you've woken up some nights shuddering at what you said, or didn't say, to someone at work. We've all had that experience.

The thing is work conflicts can often be avoided. Or, if not entirely avoided, their impact and longevity can be hugely minimised.

You see it all boils down to this. You've probably got good people who are simply misunderstanding each other.

The fastest way to conflict is thinking everyone is wired like you

One thing is for sure. You can only succeed through others.

Insights To Success 

Most people don't  wake up in the morning wondering whose day they can negatively impact! 

Personality conflicts happen because good people don't 'get' each other.

If you want to minimize, if not downright avoid workplace conflict then get ahead of it by helping people to understand why some people they want to strangle, others they want to buddy up with and why others feel the same about them!

Three Keys To Success

There's three keys to leadership and team success.

You and your people need to be exceptionally good at recognising and using ALL THREE 

If you're not, you'll continue to get workplace and personality conflicts -

which erode morale, erode productivity, erode profits.


Resolving conflict in the workplace through understanding behaviours

How your behaviour impacts on others and how others behaviour impacts on you.

Most conflict comes down to differences in style. Can you imagine the type of pressure and conflict that would come into place, if you are the type of person who likes "All the facts to hand, and time to make a deliberate, well-considered decisions." And your boss is a "Let's fly by the seat of our pants, make a decision fast with whatever data is to hand, and if there's a problem later we'll fix it!"

When you've got the capability to see style differences, then flex your style so that you have better interactions with others, you hold one of the core keys to career and business success.


Resolving conflict in the workplace through understanding motivators

Once you've got a handle on style differences, it's time to dig a little deeper. Because conflict due to a style difference is pretty easy to see and with the right tools easy to circumnavigate.

Now you need to understand what motivates an individual. But an individual's motivators are much more challenging to identify, because they are buried deeper within an individual's psyche. Often times individuals don't even know why they act or react the way they do - they just have an instinctive way of approaching situations. Unfortunately people's motivators (often knowns as driving forces) also cause the biggest workplace conflicts. 

As an example, until I completed my workplace motivators profile, I hadn't realised that a "Return on Investment" was one of my driving motivators. Once I had this knowledge in my hands I understood why I'd created so many conflicts, albeit unwittingly, due to my relentless need to see how anything impacted on the bottom-line. This in term has enabled me to soften how I go about business and life, which has seen me achieve far greater success.


Resolving conflict in the workplace through improving emotional intelligence

The last, and definitely the most crucial, key to success is Emotional Intelligence (EQ). So how well do you use your EQ? The research is substantial and exceptionally clear.

People with high EQ are more successful, out-perform and out-earn people who only have high IQ. In fact, one piece of research by University of Queensland, found that people who are low in EQ and job performance can match their colleagues who excel in both solely by working to improve their EQ. 

Putting politics aside, who would you prefer to work with: Obama or Trump? Most conflicts in the workplace can be resolved by individuals and their leaders building their emotional intelligence.

Your success hangs on how well you use all six elements of Emotional Intelligence. Because EQ has a ripple effect - if you're working with a leadership team with low EQ, you can expect morale and performance issues throughout the entire organisation.

Find out more 

If you are frustrated by conflict in your team and looking for ways to dramatically improve your personal performance, your team's performance, your organisation's performance, then set up your 30-minute free strategy session with Shelley.  

Regardless of whether you decide to continue to work with Shelley in the future, you'll walk away from that session with ideas, tips, tactics you'll be able to action straight away and shift into a new gear

Here’s what people are saying about Insights to Success

Scott Wright

National Leader

Flight Centre

Dug deeper than ever before

As a trainer our group unanimously thought it was the best session we had ever done. From a self development point of view many of us dug deeper into ourselves at this session than we had ever gone before.

Cherie Walters

General Manager


Different is just different

One of the most powerful learnings has been that who I am is not right or wrong. It might be different to how someone else is, but different is just different. Each of us a re unique and it would be boring and limiting if we are all the same. Throughout the program Shelley haws helped me appreciate my uniqueness and made me much more confident about what is me.

Teresa Middleton

Project Manager

Flight Centre

More Successful

Changes have included an expanded 'repertoire' of questions, views, and ways to objectively view situations that has helped me to be more successful in working with my peers, my leaders and as a leader myself.

Final note

I first began using these tools back in the mid 1990's, when I was People & Culture Leader at Colgate-Palmolive. I immediately had improved performance in myself and my team.

Since then I've shared these tools with hundreds of organisations and thousands of individuals. 

Here's the thing though. Don't waste your money and time if you think a workshop will fix all the conflict in your workplace. It won't. It actually takes dedicated time to apply what you learn and in tandem to this training you need to ensure your workplace environment is conducive to people using their skills. If you're not sure what that looks like, then book a Strategy Session and we can discuss your needs in more detail.