Founder-led training programme
Conflict Management & Resolution Strategies
Prepare difficult workplace conversations, reduce escalation and secure accountable commitments without manufacturing agreement.
Turn a live or safely anonymised disagreement into a considered conversation plan and a resolution record with clear boundaries, owners, follow-up and escalation points.
Duration: 1 Day.
Confirmed after conflict-context discovery
Format: Public Online · Private Tutor-Led · On-Demand.
Online dialogue lab or in-person practice
Level: advanced.
Conversation plan and resolution record
Overview
What this programme covers
Move beyond avoidance and positional argument towards prepared dialogue, accurate understanding and accountable action.
Workplace conflict often persists because people argue fixed positions, avoid the real conversation or leave with incompatible versions of what was agreed. This programme gives managers and teams a disciplined way to diagnose and address disagreement without forcing reconciliation. Participants separate observable events from interpretation, identify positions and underlying interests, and examine the power or organisational boundaries affecting dialogue. They prepare a conversation with a defined purpose, relevant evidence and conditions for safe participation. Skills practice covers de-escalation, accurate listening, interest-based questions and direct challenge where conduct or impact must be named. The final exercise documents specific commitments, owners, review dates and unresolved matters rather than declaring harmony. Participants leave with a conversation plan and resolution record. Mediation, investigation, grievance, safeguarding and legal processes remain distinct and must be used where appropriate.
Evidence standard
Evidence and learning boundaries
Learning is evidenced through the diagnostic map, prepared dialogue and written resolution plan produced during structured practice. Review considers accuracy, boundaries, questioning and accountability; it does not claim that a real relationship is repaired or that a live dispute is resolved.
Learning outcomes
What participants will learn
Develop practical conflict skills while recognising the limits of informal workplace resolution.
Analyse a workplace disagreement by separating events, interpretations, positions, interests, power and organisational boundaries.
Prepare a purposeful difficult conversation with relevant evidence and conditions for safe, constructive participation.
Use de-escalation and interest-based questions while retaining the ability to challenge conduct and impact directly.
Record commitments, owners and review dates without exaggerating consensus or assuming the relationship is repaired.
Build a resolution plan with follow-up triggers and clear routes into formal escalation when dialogue is insufficient.
Programme structure
Programme modules
Progress from diagnosis and safer preparation to skilled dialogue and reviewable commitments.
Diagnose the disagreement
Participants map a conflict across events, interpretations, stated positions and underlying interests. Power, history and policy boundaries are considered without reducing the situation to a simple villain. The diagnosis also tests whether informal dialogue is suitable or a formal route is required. Participants leave with a reasoned route choice rather than an automatic preference for conversation.
Prepare safer dialogue
The cohort defines the conversation’s purpose, participants, evidence and ground rules. Individuals identify personal triggers and practise a measured opening that names the issue without inflaming it. Safety, authority and confidentiality limits are built into preparation rather than added afterwards. The completed plan clarifies who can pause, redirect or end dialogue if conditions deteriorate.
Listen, test and challenge
Skills practice develops accurate summaries, interest-based questions and disciplined testing of assumptions. Participants also rehearse naming impact, standards and boundaries when direct challenge is necessary. The objective is workable understanding and responsible action, not emotional performance or artificial reconciliation. Feedback focuses on observable choices, enabling repeated practice without judging personality or confidence.
Record accountable commitments
The final scenario translates genuine areas of agreement into specific actions, owners and review dates while preserving unresolved points. Follow-up includes signs of progress, relationship-repair needs and escalation triggers. A polished document is never treated as proof that conflict has ended. This preserves an honest record for subsequent review while avoiding false claims of closure.
Audience
Who this is for
Designed for people who prepare, participate in or support difficult workplace conversations.
Managers preparing to address disagreement, strained working relationships or repeated breakdowns in team commitments.
Teams that need shared practices for discussing interests, impact, boundaries and workable next steps.
People professionals supporting informal resolution while preserving access to formal organisational processes.
Leaders seeking stronger conflict capability without expecting training to resolve a live dispute automatically.
Fit check
Pause before booking when
This skills programme is not mediation, investigation, legal advice, grievance management or safeguarding intervention.
Informal dialogue is inappropriate where safety, serious misconduct, coercion or policy requires an authorised formal response.
No participant should be compelled to disclose a live dispute or practise with identifiable confidential material.
Delivery and pricing
Choose the route that fits the cohort
Choose a confidential online lab or deeper in-person practice after boundary discovery.
Delivery
Online dialogue lab
A live remote format using structured scenarios, paired practice and facilitated review without requiring disclosure of an active dispute. Digital breakout arrangements and feedback methods are agreed to protect psychological and practical safety.
Delivery
In-person practice
A room-based workshop offering extended rehearsal of diagnosis, de-escalation, direct challenge and accountable follow-up. Participants receive enough repetition to move beyond scripted phrases and develop adaptable judgement.
Delivery
Boundary discovery
Preparation identifies the cohort, conflict context, relevant policies, confidentiality limits and situations that must remain outside practice. This keeps the workshop useful without interfering in an active case or compromising procedural fairness.
Delivery
Commitment review
A follow-through session can examine whether actions occurred, what remains disputed and whether another route is now required. The review remains focused on observable commitments and boundaries, never a demand for personal reconciliation.
£295 to £495
Public Online
Founder-led discovery covering cohort needs, policy boundaries, confidentiality and the suitability of practical scenarios. Scenario design avoids turning identifiable employee experiences into unconsented workshop material.
£2,600 to £3,800
Private Tutor-Led
Facilitated diagnosis, dialogue rehearsal, direct-challenge practice and reusable conversation and resolution-plan materials. Practice includes observable feedback so participants can refine judgement, not merely collect useful phrases.
£99 to £179
On-Demand
A transparent proposal confirming scope, dates, format, venue or online requirements, fees and excluded casework. Case resolution, mediation and investigation remain explicit exclusions from the learning fee.
Founder-led delivery
Tobi Akiode
Founder-led facilitation in difficult conversations, reflective practice, accountable commitments and workplace boundaries.
For this conflict programme, Tobi Akiode creates a rigorous practice environment for difficult dialogue. Participants are challenged to test their interpretations, listen accurately, name impact and preserve appropriate boundaries while keeping formal employment, safeguarding and legal responsibilities with authorised client routes.
Practice can use a realistic anonymised scenario, so nobody must expose an identifiable live dispute. Suitability for informal dialogue is tested explicitly, and matters involving safety, serious conduct or formal rights are directed back to the relevant organisational process.
Questions
What buyers usually ask before booking
Understand programme fit, practical outputs, formal-route boundaries and the tailored commissioning process.
Who should attend conflict management training?
The programme is designed for managers, teams, people professionals and leaders who need stronger skills for workplace disagreement. Participants do not need to bring an identifiable live dispute. A realistic anonymised scenario can support meaningful practice while protecting confidentiality and existing organisational processes. Managers should still seek case-specific guidance whenever authority, safety or policy application is uncertain.
Will this programme resolve an active conflict?
No resolution is guaranteed. This is a capability-building programme, not mediation or case management. It helps participants diagnose conflict, prepare dialogue and document commitments. A live matter may still need an authorised mediator, investigator, people professional, safeguarding lead or legal adviser. The distinction is explained before delivery so participants understand what facilitation can responsibly achieve.
What will participants practise and produce?
Participants practise diagnosis, de-escalated openings, accurate listening, interest-based questions, direct challenge and follow-up. They produce a conversation plan and resolution record containing actions, owners, dates, unresolved points and escalation triggers, suitable for adaptation within their own organisational context. Feedback concentrates on choices participants can observe, repeat and adapt in future conversations.
When should informal dialogue not be used?
Informal dialogue may be unsuitable where safety, coercion, serious misconduct, safeguarding, legal rights or policy obligations require a formal response. The programme teaches participants to recognise these boundaries. Final decisions about a live case remain with authorised organisational or specialist routes. Participants practise pausing or redirecting a conversation when the conditions for safe dialogue disappear.
How are scope, format and fees confirmed?
Discovery explores the cohort, workplace context, policy boundaries, learning priorities and preferred delivery format. The proposal then states scope, dates, materials, confidentiality assumptions, facilitation arrangements and fees. Mediation, investigation or case-specific advisory work is not silently bundled into the programme. This protects both the learning purpose and the integrity of any live organisational process.
Ready to choose a time?
Book a focused discovery call when a conversation is the right next step.
Use this when you want to talk through an event, workshop, service or training need and agree the practical next step. Bring the challenge, desired outcome, timing and any constraints worth considering.
Choose an Event / Workshop Discovery time
This booking captures the meeting time. Use the enquiry route instead if you need to send context, files or a detailed brief first.