Selfishness at the expense of others is bad.

Self-care for the betterment of others is good.

– Richie Norton     


How conflict mastering can benefit you

Conflict in an organisation leads to:

•        Loss of income

•        Loss of productivity

•        Loss of appreciation for “being human” 

•        Low morale amongst employees

•        Increased unproductive spending


But mastering conflict can:

•        Increase income and revenue

•        Decrease unproductive spending

•        Increase productivity

•        Develop the individual employees

•        Strengthen the team and improve team morale

•        Promote creative solutions

•        Restore the “being human” aspects such as fun, joy.

Mastering conflict can benefit the individual persons through increased emotional intelligence, building a reputation of handling conflict, increasing their value to the team, increasing opportunities to shine and thus promotion.


What is conflict mastering?


The normal way to deal with conflict is to solve it through arguments that lead to compromise or accommodation. Someone is the winner, and the other party is the loser.

My conviction is that conflict is neither good nor bad. Conflict is expressed in behaviour that can be either good or bad to the team. How I behave is a choice that is either a reflexive (an instantaneous reflex) or reflective. Therefore, if we can understand why we make the choices we do, we can turn conflict into opportunities of growth.

My Conflict Mastering approach combines insights from group dynamics and personal behaviour to work with the true origins of the conflict, not merely the behavioural aspects thereof. In my three phases approach, I help team leaders to discover the true origin (Oorsprong) of conflict through a combination of teamwork and self-work.

Conflict Mastering begins an experiential training and reflection process. The aim is to re-think conflict and our response and attitudes towards conflict.

Conflict Mastering is a series, six, of one on one coaching sessions for the team leader and other team members. Here we identify the lenses we use to look at conflict and how it colours our responses and attitudes towards conflict.

Conflict Mastering ends in  a participative workshop to built a conflict culture, re-design problem-solving and decision-making processes in the team.

This process is dynamic and can be adapted for the specific context of the client. For instance, under certain conditions the process will start with a mediation process between team members before the rest of the team is involved.