Only a society in which people know how to cope
their differences constructively
and collaborative can grow and flourish.
Conflict management
Many of the organizational problems in companies arise from suboptimal employee relationships, and managers spend much of their time resolving conflicts within their organization.
Organizations that use an Integrated Conflict Management System report a significant reduction in the direct and indirect costs of conflicts and a general improvement in organizational climate and performance.
Furthermore, setting up each activity according to ethical and ecological principles also in internal relations (internal sustainability) allows more and more to operate with satisfaction and social recognition.
SET UP A MANAGEMENT
MORE EFFECTIVE THAN CONFLICTS?
THE INTEGRATED SYSTEM
OF CONFLICT MANAGEMENT
Many organizations lack an effective and well-structured process for resolving internal conflicts, and management often makes unilateral decisions to resolve problems, ignoring the interests of the parties involved and the long-term consequences for the organization. One way to improve relationships within the organization is through the Integrated Conflict Management System. This system, made up of roles, functions and tools, creates a learning environment that aims to improve both individual performance and the organizational climate, starting from crisis situations in relationships at all levels.
The conflict management system (IACS) must be an informal and voluntary process that does not replace the standard grievance mechanisms foreseen in the employment or collaboration contract. The objective of an IACS is not to identify faults or responsibilities in conflicts, but to transform these situations into opportunities for the protagonists to learn and improve, leading to positive results for their performance and for the entire organizational area. To be successful, an IACS must be underpinned by a corporate culture that values internal relationships and the ability to manage conflict constructively and collaboratively, restoring communication and collaboration.
PREVENT CONFLICTS BETWEEN MEMBERS?
PARTNERING CONSULTANCY
Many people get excited about an idea or a business project they want to do together, but their goals often don't align. This can lead to problems when it comes to making important decisions such as further investments or shareholder expansion. To avoid these problems, in many countries it is common practice to meet with a consultant to discuss one's mission, one's values, one's objectives and the general strategy of the project, as well as the possible causes of crisis in the collaboration. This type of consultancy, which includes elements of organizational consultancy and coaching, helps to prevent conflicts and complements the business plan with a more in-depth analysis of the participants' motivations and personal goals. This service is aimed at future partners in partnerships and corporations, professionals who intend to associate, entrepreneurs who work together in a single business or project, and anyone who intends to form a temporary or permanent form of professional or structured work collaboration.
A DIFFICULT WORKPLACE CONFLICT
TO SOLVE?
MEDIATION
OF CONFLICTS
Conflict mediation is a voluntary and collaborative method that involves the use of a neutral third party to help the parties involved find a mutually acceptable solution that considers their interests and those of the organization. According to a survey, more than 90% of the top thousand US companies said they used mediation to resolve internal or external conflicts to improve the corporate climate and relationships with customers and suppliers, saving time and internal resources.
Workplace conflict can have negative effects on workers, such as stress, anxiety, irritability, stonewalling, alienation, depression and other psychological problems. It can also lead to a communication blockage and hinder you from performing your tasks. In extreme cases, it can cause bullying and destroy group dynamics.
In these cases, corporate mediation has proved to be a very effective tool, especially for resolving conflicts between people positioned at different levels in the organization. It can also help you resolve external disputes informally, avoiding lengthy and costly lawsuits. The result of the mediation becomes a contract valid for both parties.
IMPROVE CAPACITY
TO MANAGE A CONFLICT?
IL CONFLICT COACHING
Conflict coaching consists of a coaching action aimed at strengthening the skills and tools for managing a conflict, improving awareness, self-efficacy and determination in a win-win perspective. In addition to the basic skills of negotiation, in this case it is important to have a greater understanding and mastery of one's own reactions related to the perception of threat and the tendency to protect one's resources.
It is often our instinctive responses and our behavioral and communication patterns that make it difficult to understand the reasons of the other and to listen attentively to his words. In a conflict, many issues complicate the situation and prevent you from effectively managing the situation to reach a shared agreement.
For this reason, a targeted coaching program can help you better prepare yourself to face difficult situations such as complex negotiations, lawsuits, settlements and mediations.
AVOID THE CONFLICTS OF THE GENERATIONAL CHANGE?
SUPPORT FOR THE GENERATIONAL CHANGE
The generational transition within family businesses represents an occasion for conflict that derives from the difficulty of aligning the strategic vision of the founder with that of the heirs. In Italy, many small and medium-sized businesses are owned and operated by a single family, with decisions that are concentrated in the founder. This can cause problems when the founder retires from the business and passes the baton to other family members or external figures. Only a small percentage of family businesses survive the second generation due to the division of ownership and litigation among the numerous heirs. This can also lead to job losses and spillovers to other market players. The choice of who takes over the management of the business can be complicated by objective and psychological difficulties within the family. It is important that the founder obtains the unanimous consent of the family members involved and that he enlists the help of an external consultant to manage the latent tensions and individual expectations. Once the direction has been clarified and shared, the best choices can be made from a civil and fiscal point of view, using tools such as family agreements and trusts.
ASK FOR FEEDBACK ON YOUR RELATIONSHIP AND CONFLICT MANAGEMENT SKILLS.
ARGECO 360
Feedback is a fundamental tool for improving one's skills and ARGECO 360 feedback takes into particular consideration the ability to relate effectively and satisfactorily especially in crisis situations or when there are strong differences.
Thanks to the anonymous assessment of the prevailing modes of interaction and communication made by significant people in their network of relationships, it is possible to identify the specific areas for improvement on which to intervene with coaching sessions.
ARGECO 360 feedback is aimed at all those who want to improve their communication, leadership, team building and conflict management skills, both in the workplace and privately, but also at those who are curious to know how others perceive and live interaction with her/him.
Internal training
Each training intervention is a space for openness and discussion in which to contact one's personal resources to improve one's communication and relational skills in a carefully designed, timely and valuable learning environment for all participants.
Participants will increase awareness of their processes, patterns and patterns of their habitual interaction with others, and will learn strategies to improve their ability to avoid or deal with interpersonal conflicts in the workplace.
As a consequence of this, the organizational climate will improve and the negative effects of internal conflicts, such as stress, absences and turnover will be reduced. At the same time, individual performance will increase with a positive impact on the quality of products or services.
IMPROVE SKILLS
RELATIONSHIP AND COMMUNICATION
BASIC COURSE ON RELATIONS IN THE WORKPLACE
More collaborative and constructive relationships between colleagues or within a team automatically translate into greater individual well-being and therefore into a reduction of stress and an increase in performance. In addition, improved interpersonal skills prevent normal confrontations from turning into conflicts that impact the entire organization. Some results: - increased awareness of one's inner mechanisms and of the communication methods that lead from confrontation to conflict; - increased one's skills in the relational sphere; - development of inner resources and greater mastery in situations of conflict; - increased confidence in one's own ability to deal with differences in reciprocal positions; - improvement of the relational climate and organizational well-being within the workplace, reducing the opportunities for conflict with colleagues, customers, etc.
IMPROVE SKILLS
OF CONFLICT MANAGEMENT
BASIC COURSE
OF CONFLICT MANAGEMENT
Helping personnel or sector managers improve their ability to manage conflicts between colleagues means first of all helping them to consider such situations as an opportunity to develop the relational skills of the parties. The management of interpersonal conflicts therefore requires the use of specific strategies and techniques to transform disputes into opportunities for self-learning and improvement of communicative and relational effectiveness.Some results:- development of the ability to manage the conflict dynamics of others;- development of the ability to increase the self-efficacy of the parties in dealing with potentially conflicting situations in a collaborative and constructive perspective; - improvement of the relational climate and organizational well-being, reducing internal conflict.
MANAGE CUSTOMERS
HIGHLY CONFLICT
COURSE FOR SELLERS AND FRONT OFFICE
It is important for those who work in the front office of a service company or for those who have a commercial role in contact with the public to be able to manage situations in which the customer's emotions are not controlled and his communication conveys an uneasiness rather than contents on which reasoning and problems to which to find a solution. With the aim of keeping the perceived quality of the service provided high, it is therefore necessary to manage the confrontation in the most positive way possible, even when it is not possible to accept the counterpart's requests. Some results - greater awareness of one's influence in the relational dynamic with the customer; - increased capacity for effective communication and relationship with conflicting customers;
- increased ability to help the client manage his problem more rationally.
