Conflict Resolution Training for the Workplace

Conflict Resolution Training FAQs

• Why does conflict happen in the workplace?

  Workplace conflict is a normal result of bringing different people, priorities and working styles together. It usually stems from a handful of predictable sources, such as unclear roles, communication differences and competing workloads, rather than personality clashes alone. Read more about why workplace conflict happens.

• Is workplace conflict a work health and safety issue in Australia?

  Yes. Unresolved workplace conflict is increasingly recognised as a psychosocial hazard under Australian WHS law, and Safe Work Australia data shows mental health conditions now account for a growing share of serious workers compensation claims. Read more on the WHS and the cost of conflict.

• What happens if workplace conflict is left unresolved?

  Unresolved conflict rarely disappears on its own. It tends to show up as disengagement, reduced trust and, over time, higher turnover and workers compensation costs. Read more about the cost of letting conflict slide.

• What are the five conflict management styles?

  The five conflict management styles are competing, collaborating, compromising, avoiding, and accommodating. Each one is a legitimate approach, the Thomas-Kilmann model teaches that no single style is inherently right, only more or less suited to a particular situation. Read more about the five conflict management styles.

• What is the Thomas-Kilmann Conflict Mode Instrument (TKI)?

  The TKI is one of the most widely used tools in conflict management. It measures behaviour across two dimensions, assertiveness and cooperativeness, to identify which of the five conflict modes someone defaults to under pressure. Read more about the Thomas-Kilmann model.

• Is one conflict management style better than the others?

  No. Each of the five styles has situations where it's the right choice, including avoiding and accommodating, which are often mistaken for weaknesses. The skill is choosing the style that fits the moment, not mastering a single preferred approach. Read more about choosing the right conflict style.

• Should a leader always step in when their team is in conflict?

  Not always. It's usually worth stepping in when the disagreement starts affecting the wider team, the same issue keeps resurfacing, there's a genuine power imbalance, or the behaviour could amount to bullying or harassment. Outside of that, giving a team space to work it out first is often the better call. Read more on deciding when to step in.

• How should a leader run a conversation about workplace conflict?

  Keep it private, focus on specific incidents rather than character, and make sure both people are heard before reaching any conclusion. It also helps to separate discussing the issue from deciding how to resolve it. Read more on running a fair conversation.

• Does workplace conflict resolve itself after one conversation?

  Rarely. Following up briefly a week or two later to check things have genuinely settled, rather than just gone quiet, is often the step leaders skip, and it's what makes a resolution actually stick. Read more on what happens after the conversation.

• How long does Conflict Resolution Training run for?

  MiTraining delivers this as either a half-day or full-day face-to-face workshop, depending on your team's needs and the depth of skill-building you're after.

• Where is the training delivered?

  Onsite at your workplace, or at an arranged venue if that suits your team better. A minimum of six participants is required per session.

• How much does Conflict Resolution Training cost?

  Pricing depends on your team's size and specific requirements. Contact MiTraining for a tailored quote.