Navigate Work Conflict with Confidence
Refine your communication skills by learning to harness your emotional intelligence with one of the UK's most acclaimed management training courses.
What gets in the way of developing and holding on to new communication skills are old habits of thinking and speaking. Even if the advice is very good the reason why it rarely sticks are the mental habits people inevitably revert to, especially under pressure.
Unlearning those old habits and internalising a more effective and lasting approach to communication needs more than a short course of lectures on how to do it.
What makes this training stand out is the exceptional support through one-to-one coaching sessions and continuous feedback. Changing behaviour is not an easy task as old habits are hard to break.
With a 40-year track record we can help you cultivate practical skills, and build your confidence to so you can successfully navigate real-world challenges, ensuring lasting behavioural improvements.
Join thousands of participants getting results
"What I love about this course is that I didn't just learn about the topic, this course is about ME. I'm confident I can reliably use my new skills, even when under pressure".
A Project Manager At A Tech Company
"A lesson for life! The power of effective communication is incredible when one masters the skills "listening with empathy" and "speaking assertively"
A Project Quality Engineer
Well-known companies who have used this course again and again, over many years
This course is designed to help you handle arguments at work more effectively. Arguments can be productive and lead to positive outcomes if managed properly. On this course you will be offered tips on how to handle arguments at work, such as remaining calm and assertive, active listening with empathy, and finding common ground. On this training you will learn the importance of understanding the root cause of the argument and resolving it in a constructive manner to maintain positive working relationships.
You will learn a set of powerful emotional intelligence communication techniques so that you can manage difficult conversations, handle challenging situations, build relationships and set firm boundaries.
The goal of this training is to equip you with the tools they need to build strong, lasting relationships in your professional life, although because these skills are so transferable many clients report vast improvements in their personal relationships as well.
This is a skills development rather than just a theoretical programme, so the emphasis throughout will be on you taking turn after turn, practising your skills, while receiving feedback and coaching about your effect on others.
In your coaching sessions you will be helped to practise dealing with the kinds of situation you find challenging, again and again, until you are confident you can do it successfully.
We'll combine practical, hands-on experience with video replay and analysis and discussion of the principles involved to help you gain both skills and understanding. Special attention is paid to your individual training needs, so you can practise your skills in real-life situations that you have to handle at work.
That's why as well as your place in a small group, this training includes a generous amount of private and confidential one-to-one coaching sessions online, spread over several months, ensuring an exceptional level of support. This will ensure the changes you make are sustained over a longer period of time and any obstacles are overcome. Choose between online training available worldwide, or in-person face-to-face courses in the UK.
For a list of upcoming course dates (for online coaching and face-to-face training), the locations of the next 3-day public courses in the UK and pricing Click here.
This initial coaching session serves as an introduction to the "Skills with People" course, allowing you to understand the course's relevance and effectiveness for your specific needs before committing to it.
Might your need to be more successful at avoiding getting into arguments at work be met by this London UK based management training course called Skills with People?
Here is a typical example of a client came to us for training because they wanted to stop getting into arguments at work. It may help you identify a training need of your own, or remind you or someone else who might benefit.
A marketing manager with lots of good ideas and enthusiasm but a tendency to get into arguments. She would argue her case and then get impatient if people didn't see reason. She was becoming very frustrated with her colleagues because they almost always seemed to resist her ideas, which meant that her actual contribution to the business fell far short of her potential contribution. Others perceived her as arrogant and argumentative, which made the problem worse because it meant people tended to be unwilling to co-operate with her because she was prone to conflict. Her director was concerned both about her effect on others, and also about her own reaction. He didn't want to lose her but he was worried that she was becoming so discouraged by getting into so many arguments at work, that she might be looking for another job. He tried to suggest she try to be a little less forceful in making her points, but she didn't seem very receptive to the suggestion as a way of dealing with the issue.
She was a clear thinker and always lucid when making her points. Whenever someone argued with her, and resisted a point she would calmly and politely reason with them. Her conversations where typically punctuated with the words, “Yes, but …”, or, “I hear what you say, however …”. If the arguing and resistance continued her frustration would increase and her calmness and politeness would decrease. She was passionate about her ideas - they were usually very good ones - and so she was deeply disappointed when she failed to get others to go along with them. But since one of her strengths was that she was a persistent and determined person, her conversations would often degenerate into quite bitter arguments with her colleagues at work.
There were two underlying mental obstacles to change, and both would have to be overcome if the change was to be genuine and lasting. The first was that although she had never thought consciously about it, her strongly held underlying assumption was that persuasion works by reasoning with people - giving them facts and logic. If they resist, they need more facts and logic - hence the “Yes, but” style of conversation. The result was that when she was in disagreement with someone she was arguing with she never seemed to be aware of their concerns, and this, unsurprisingly, tended to put them on the defensive. Actually, she was aware of other people's concerns. It is just that she didn't seem to be because she never acknowledged them when she was getting into arguments at work. All she ever did was argue her own case. The second mental obstacle was that she was always in a hurry to get people to agree with her, which meant that she did not allow herself time to show that she was taking other people's concerns seriously. In a nut-shell, she did too much talking and not enough listening, when trying to persuade. Hence, she found herself frequently getting into unpleasant arguments at work.
She first needed to be made aware that her habitual method of persuasion, i.e., reasoning with facts and logic, was causing her a serious problem, because it showed no appreciation of other people's concerns. She had to be made aware that it is natural for people to become defensive and unreceptive if they do not feel their concerns are being taken seriously when she was getting into arguments with them at work. At first she resisted this idea, but finally accepted it when she saw it for herself on a video recording of one of her own conversations. Then she needed to be shown, with coaching and practice, how to slow down and listen with empathy to other people's when they resist an idea. In this way she learned to be much more balanced in her conversations between putting forward her own ideas, and listening with understanding and respect to other people's issues. And what she learned she was able to retain, and it transformed her relationships at work. Quite quickly complaints about her arrogance, as well as other people's resistance to her, evaporated, and she was able to stop herself getting into arguments at work.