Conflict is a normal part of any healthy relationship and arises from differences, both large and small. Everyone needs to feel understood, nurtured, and supported, but the ways in which these needs are met vary widely.
Differing needs for feeling comfortable and safe create some of the most severe challenges in our personal and professional relationships. Learning how to deal with conflict – rather than avoiding it – is crucial.
When conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people.
This activity will help you see your conflict management style from a new perspective. The insights you gain depend on your honest appraisal of the conflict management inventory.
This activity is designed to help individuals reach a better understanding of their most significant values.
It can be used by an individual or as part of a team development activity.
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This short team based activity is designed to enable delegates to understand and describe how a person’s behaviour supports ‘corporate values’.
It gives the opportunity for the team members to discuss:
- What things they do in their day to day work that are driven by the corporate values?
- Do the things that they do really support the corporate values?
- What 3 things could they all do differently in their day-to-day working lives that would improve the overall performance as a group?
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More and more organisations talk about the importance of their 'values' - yet few thing about these when recruiting new members of staff.
‘Values-Based Recruitment’ is essentially a means of assessing to what extent an individual’s approach, attitudes and motives align with the demands of the job, the values of the business and the culture of the working environment.
More enlightened organisations would argue that attending to these factors as part of their selection process has always been important to them. Although they might not have called it ‘Values-Based Recruitment,’ these organisations explore a 'values match' during their selection processes in some way or another, even if it’s not in a very deliberate or systematic way.
Take the first two diagrams below which convey two typical approaches to recruitment.
The pressure encountered in everyday life, at home, at work and from exposure to traumatic situations, may result in physical and/or mental ill health.
The effective management of stress in the workplace is essential for the maintenance of good levels of mental and physical health.
This activity can you shared with anyone you feel may benefit from the opportunity to assess their own stress levels and identify the different sources of this stress.
Once these sources are clearly identified, you can take steps towards supporting the individual in combating them.
When a team of managers are embarking on their Performance Development Reviews with their own team members, it is important that they all have an agreed approach to managing the process and the employees they are reviewing.
This activity can be used with new line managers or with a team of line managers as a reminder of the importance of a consistent, yet employee-centred approach to Performance Management Reviews.
It is important to have a full awareness of what you are good at in order to manage your career.
The best way to do this is to get feedback from the people around you as well as drawing on your own self-perceptions and past feedback.
Completing this activity will enable people to:
- Learn more about their own strengths and talents,
- Learn more about other people’s strengths and talents, and
- Feel enthusiastic about the topic of career management.