Conflict Communications training offers these benefits to companies:

• Conflict Prevention
• Reduction in employee turn over and work slow down
• Reduction in hostile work environment law suits
• Defensible strategies against such suits

How do we do this? By teaching you what causes conflict, the strategies conflicts follow and how to take control of these dynamics to create a win/win situation in the workplace.

Conflict Prevention and Management
Before we can deescalate someone else, we must first deescalate ourselves. In order to do that we must understand that we are, by nature, programmed to follow social primate conflict 'scripts' when we get excited. What's more is when we are following these scripts, we convince ourselves that we're being rational and reasonable, when we are not. Understanding this is the first step in actually remaining calm, mentally flexible and resolving a situation so everyone is satisfied and can return to work.
This course teaches employee such useful concepts as  primate conflict behaviors, conflict scripts, recognizing when someone is in their monkey brain (and when you're slipping into it too), strategies that will prevent conflict and those that will escalate or prolong it, the importance of 'completing scripts,' de-escalation and establishing a functioning win/win situation.

Cultural Flexibility
Many cultural diversity classes are just lists of cultural taboos to be memorized or attempts to browbeat the students into acknowledging the vast diversity of the world or even the local community.  
At Conflict Communications, we teach a different approach, we teach you not only how to communicate across cultural lines, but how to read cultural scripts. This above any list of do's and don'ts will assist you in working from the common ground. Respect is universal, and so are certain ways of showing it. Sincerity is always respected no matter what one's cultural or socioeconomic background. By learning what to watch for, what and how to ask questions and how to gauge your reception, our Cultural Flexibility program can help you not only deal with known cultural differences, but interact with cultures and economic levels that you are unfamiliar with.  

Intuition and Articulation
How did you know the person was going to do what he or she did? And know it before the person committed the act? Was it because of some psychic ability? Or was it because you unconsciously noticed certain behaviors, factors and 'tells' that indicated the person's intent? Unfortunately, no matter how obvious what the person was up to at the moment, in court the opposing attorney is make it sound like you overreacted.
That is unless you can articulate the facts, actions and signals that lead you to a reasonable conclusion that you based your actions on. The ability to observe and articulate these unconscious and subtle signs is critical for your ability to defend your actions. It is also extremely important  for indemnification of yourself and your organization. Internally, this allows you to articulate to management that you were following policy.

Wrangling Your Boss/Employees
A survey conducted by Conflict Communications revealed nearly a 90% dissatisfaction with communications between levels in the workplace. All too often miscommunications and conflicts arise from assuming there is a homogenized corporate culture and default communication format. As part of Conflict Communications Bridge Program, we help your company develop better  communication channels between departments and workplace stratas.

Management Wrangling
Have you ever felt angry and frustrated with management's indifference to problems effecting your ability to do a job? Have your attempts to communicate with management seem to fall on deaf ears? Have your ideas to improve the situation been rebuffed and rejected out of hand? Has management's refusal to act resulted in indifference, a work slow down and people you know quitting?
Often the sources for these problems are found in communication differences between levels. This class introduces methods to understand the issues faced by different positions in the organization. It also teaches more effective strategies for upward communication. For example explaining what external limitations management functions under (why they "can't just...."). Another is the difference between complaining and communicating about problems management needs to be proactive on (the two can look a lot alike).

Knuckledragger Wrangling
Have you ever felt angry and frustrated because it seems like your employees are sullen, uncooperative and intentionally trying to sabotage your efforts to improve performance? Do you often find yourself at a loss when someone puts another priority above doing his or her job?

Conflict Communications was originally designed for police confronting violent and dangerous people, so how can you use it at your company?

The differences between de-escalating a violent criminal and a problem in the office are about three things: time, degree and tactics. Violence and nasty office politics happen at different speeds, have different end results and use different methodologies.

These differences blind us to the similarities.

Those being both the underlying causes of conflict and the patterns disputes follow are functionally the same in both cases. Except in the office they are slower and less overt; that makes them harder to see. Because these patterns can span weeks, months and even years,  we're prone to fail to see connections, assume the problem is solved, forget, rationalize and ignore warning signs.

We can show you these conflict patterns, how to manage them, how to bring them to bring them to a win/win resolution and just as important, how to keep them from escalating or destructively smoldering for years. In the end, if these patterns aren't managed and resolved, your company is going to end up losing money, losing employees and in court. We can help you get back to business.