TRAINING: THRIVING AS A LEADER AND IN A TEAM – WITH AND THROUGH CONFLICT
These trainings can be booked as online, on-site, or mixed formats, and will be tailored to your needs.
“Every moment each human being is doing the best we know at that moment to meet our needs. We never do anything that is not in the service of a need. There is no conflict on our planet at the level of needs. We all have the same needs. The problem is in strategies for meeting the needs.” (Marshall Rosenberg)
Our potential to resolve conflict is directly linked with our capacity to connect to our own needs and the needs of those involved in the conflict. The better we are able to continue the flow of communication the more likely it becomes that we understand the needs involved in the situation. Once all parties involved are able to connect to each other’s needs, finding solutions that work for everyone is easy.
- researchers in leadership positions, PIs, group leaders, directors
- research teams and groups
- PhD candidates and postdocs looking to leverage their communication potential to improve their work experience
An openness to explore concrete individual experiences of conflict with the training group peers.
CONTENT AND GOALS
Specific goals vary from group to group. In the past, they have included:
- Build a work culture of trust and safety.
- Learn to listen with presence and friendliness to the colleague who is seen as causing the irritation.
- Learn to communicate your own boundaries clearly.
- Use a framework that helps find clarity and orientation in difficult communication situations
The foundation of these trainings is Nonviolent Communication, with a focus on understanding and connecting to needs as well as practicing authentic, real conversations that focus on needs in order to work towards sustainable solutions.
I really learned a lot in this course. One thing is that I realised how important it is to find out as much as possible about the other people’s interests and needs in order to reach constructive solutions. I actually tried this out with one of my employees by asking him what he needed to do his job well. And when he gave me the criteria, I asked if these were met right now. Then we discovered some elements that could easily be improved. I wouldn’t have had this piece of information had I not asked in this way.
What I found most helpful in this training was to dissect the different levels of difficult conversations with specific examples in the very first session. Although I knew a lot if it intuitively, I now remember it more consciously. It helps me to stay focused and goal-oriented during difficult conversations. The training was informative and fun. Thanks for that!