Supervisors frequently engage in coaching discussions with their employees to deal with work-related discrepancies, while fostering respectful supervisor-employee relationships.
Intended Audience:
General
Learning Objectives:
- Identify supervisor's role and responsibility when faced with situations requiring coaching/redirecting.
- Learn tools to diagnose performance issues and determine the best course of action.
Pre-requisites/Learning Level:
No Pre-requisites
Competencies addressed:
Conflict Management 2.3 and Human Resources 9.1. Effectively resolve internal employee and/or organizational conflicts through use of conflict management techniques. Provide timely and useful performance reviews.
CEUs Offered:
N/A
Cost:
Free
Modality/format:
Online Self-Pace
Length:
1 hour
Presenter(s) and/or Content Experts:
Technical requirements:
- Adobe Acrobat Reader
- Speakers
Registration requirements:
Register a free account
Creation and/or update: February 21,2014
Tulane-LMS-logo.pngContact: Brandi Bordelon
Phone: (504) 988-1342
E-mail: trdirect@tulane.edu
Conflict management skills are used in all aspects of life. From interpersonal to work situations, all of us need these skills in one way or another. Some of the fundamentals of effective conflict management are intuitive, and some stretch our preferred methods of dealing with others.
Objectives:
- Identify the six keys to managing conflict in the workplace.
- List some root causes of workplace conflicts.
- Identify the fundamentals of principled negotiations.
- Describe the four steps for managing workplace conflict.
- List the steps to take when planning for a conversation about conflict.
- State the difference between assertive and aggressive behavior.
- Explain the value of the "long term relationship" in managing workplace conflict.
- Describe how the four style preferences react to conflict.
- Explain the techniques of good listening skills for managing workplace conflict.
Delivery Modality:
Online course composed of five sessions.
Intended Audience/Level of Training:
Aware
Course Length:
3 hours. You have 7 weeks from the day you enroll to finish this course. This course is self-paced
Costs:
Free
Continuing Education Units (CEU):
N/A
Competency:
Conflict Management 2.1. Apply problem-solving techniques to identify the problem, determine solutions and implement a solution/response.
>
Contact: Brandi Bordelon
Phone: (504) 988-1342
E-mail: trdirect@tulane.edu
Have you ever found yourself in a conflict, either professional or personal, with no idea how to get out of it without simply surrendering or fighting back? Just how is it that conflict seems to arise so often? With all the attention that "win-win" approaches get these days, is collaboration always the best to resolve differences? Is there an element that is common to both collaborating with partners and resolving differences with them?
Objectives:
- Describe the common connection between collaboration and conflict resolution.
- Describe how acting out of what we know can create conflict or deter collaboration.
- Identify multiple communications issues that support collaboration and conflict resolution.
- Identify when collaboration is appropriate for use in resolving conflict, and when it is not.
- Identify other options for use in resolving conflict and when to use them.
- Describe how collaboration is integral to the emerging paradigm for public health practice.
Delivery Modality:
Online course composed of nine modules.
Intended Audience/Level of Training:
Aware
Course Length:
2 hours. You have 7 weeks from the day you enroll to finish this course. This course is self-paced
Costs:
Free
Continuing Education Units (CEU):
N/A
Competency:
Conflict Management 2.2 and 2.3. Demonstrate confidence in a conflict situation by focusing on the issues, not the conflict. Effectively resolve internal employees and/or organizational conflicts through use of conflict management techniques.