Take the test

Try the self assessment to see if you are paying the price of chronic conflict in your workplace.

  1. Are employees rewarded for quick fixes?
  2. Are employees rewarded for win/lose solutions?
  3. Is there a culture of blame or resentment?
  4. Are employees trying to fill in the blanks from gaps in communication?
  5. Is there persistent incorrect or malicious gossip?
  6. Are the people who leave the organisation voluntarily, predominantly good communicators?
  7. Are the people who leave the organisation voluntarily, predominantly collaborative in their approach?
  8. Are the majority of employees communicating or behaving in a way that is NOT congruent with your team or organisation’s core values?
  9. Do you value solutions over long term resolutions that may take more time?
  10.  Do certain topics or situations always trigger inappropriate responses?

If you answered yes to any of these questions it’s time to reduce the cost of conflict and develop resolution methods to heal rifts permanently.

“Burnout doesn’t occur because we’re solving problems, it occurs because we’ve been solving the same problem over and over again.”

Susan Scott

When self-assessing yourself or your work conflict culture it’s important to acknowledge that most people are doing the best they can with the information, skills and level of insight they have.

The resources contained in our manual and our workshops are designed to help you gain the knowledge and skills required to apply the most effective response to conflict and establish strategies and communication standards for the future.

Its crucial to realistically approach conflict resolution. It’s normal to encounter obstacles and it’s normal to have different needs and interests to someone else. Accepting that conflict is inevitable is an important concept as it changes your reaction to conflict from something to be eradicated or overcome at any cost to a situation that can be navigated in a way that improves your circumstances or strengthens your relationships.

To work through those differences the main ingredient you need is a willingness to explore the dynamics of the conflict.

Conflict is not resolved by arming yourself for attack or defence but by opening yourself up to collaborative problem solving. This allows you to truly move forward instead of being caught in the vicious cycle of action, reaction and counter reaction.