An always-on workplace driven by time pressure, numbers and technology can fuel tension and conflict. This 60-minute conflict resolution webinar introduces the Four Angry “I”s and the Stress Doc's Four Faces of Anger model for turning anger and conflict into productive dialogue.
You'll practice asking trust-building questions to defuse power struggles and learn to give and receive feedback, including how to respond to a critical aggressor. The session explains the difference between acknowledging and agreeing, and how to handle “Yes, but” and self-centered types.
You'll also use the Thomas-Kilmann Conflict Styles Inventory to find your own conflict style, work on collaborative resolution, and learn when humor can ease a high-pressure moment.
WHY SHOULD YOU ATTEND?
With constant deadlines and a more diverse workforce, the message sent is often not the message received. Communication breakdowns, silos and us-versus-them thinking hurt productivity and culture, and unaddressed anger can spiral.
This webinar is for front-line employees and managers at every level who rely on clear communication and collaboration. It helps teams express frustration professionally and handle disagreement openly and respectfully.
AREA COVERED
- Anger trigger dynamics: the Four Angry “I”s
- The Four Faces of Anger model: constructive or destructive, purposeful or spontaneous
- An assertiveness self-assessment to find your hot spots
- Assertive “I” messages vs blaming “You” messages, with practice
- Exercises for disarming critical aggressors and the range of reactions to feedback
- Handling “Yes, but” responders and passive-aggressive behavior
- The five Thomas-Kilmann conflict styles and the power of collaboration and consensus
- Attributional bias and the IDEAL model for defusing conflict
- Using humor strategically in tense situations
LEARNING OBJECTIVES
- Explain what triggers anger using the Four Angry “I”s
- Use the Four Faces of Anger model to tell constructive from destructive anger
- Identify your assertiveness hot spots and use “I” messages instead of blame
- Respond calmly to critical aggressors, “Yes, but” responders and passive-aggressive behavior
- Identify your Thomas-Kilmann conflict style and move toward collaboration
- Apply the IDEAL model to recognize attributional bias and defuse conflict
WHO WILL BENEFIT?
All personnel levels – from front-line employees to all levels of management will gain skills, tools, and strategies for 1) learning to understand different anger dimensions and how to express frustration and anger more constructively and professionally. Participants will gain tools and techniques for transforming conflict into more collaborative problem-solving. Teams and the organization as a whole benefit when a work culture can acknowledge and address differences disagreement, anger, and conflict in an open, transparent, and respectful manner.
With constant deadlines and a more diverse workforce, the message sent is often not the message received. Communication breakdowns, silos and us-versus-them thinking hurt productivity and culture, and unaddressed anger can spiral.
This webinar is for front-line employees and managers at every level who rely on clear communication and collaboration. It helps teams express frustration professionally and handle disagreement openly and respectfully.
- Anger trigger dynamics: the Four Angry “I”s
- The Four Faces of Anger model: constructive or destructive, purposeful or spontaneous
- An assertiveness self-assessment to find your hot spots
- Assertive “I” messages vs blaming “You” messages, with practice
- Exercises for disarming critical aggressors and the range of reactions to feedback
- Handling “Yes, but” responders and passive-aggressive behavior
- The five Thomas-Kilmann conflict styles and the power of collaboration and consensus
- Attributional bias and the IDEAL model for defusing conflict
- Using humor strategically in tense situations
- Explain what triggers anger using the Four Angry “I”s
- Use the Four Faces of Anger model to tell constructive from destructive anger
- Identify your assertiveness hot spots and use “I” messages instead of blame
- Respond calmly to critical aggressors, “Yes, but” responders and passive-aggressive behavior
- Identify your Thomas-Kilmann conflict style and move toward collaboration
- Apply the IDEAL model to recognize attributional bias and defuse conflict
All personnel levels – from front-line employees to all levels of management will gain skills, tools, and strategies for 1) learning to understand different anger dimensions and how to express frustration and anger more constructively and professionally. Participants will gain tools and techniques for transforming conflict into more collaborative problem-solving. Teams and the organization as a whole benefit when a work culture can acknowledge and address differences disagreement, anger, and conflict in an open, transparent, and respectful manner.
