Workshop for conflict management strategies and tools In our experience, conflicts are negotiations that have not led to an acceptable outcome for the parties involved, resulting in personal attacks in which the resolution seems to be to cause harm to the other person. To avoid this, it is therefore advisable to develop interpersonal skills in negotiation, communication and collaborative problem solving. However, if you find yourself in an advanced stage of conflict, it is possible to resolve it or, better still, have it resolved by the parties involved using appropriate techniques. Every...

Workshop on conflict management In addition to coaching the person directly involved and/or their manager, it is possible to strengthen the skills of the rest of the team by sharing communication and negotiation techniques for dealing with difficult people. This is particularly useful when there are significant disparities within the team, where some members “suffer” more from the difficult person's behaviour while others have already developed useful strategies for managing the situation and are less affected. By modelling functional behaviours within the team, the whole team can grow. A...

Feedback 360° The limitation of professional coaching is that, except in rare cases, the coach is not present in the context in which the difficult employee operates and is unable to provide directly observed feedback. This puts the coachee in a position to tell the coach their version of "truth" without the coach being able to effectively challenge that perception. 360° feedback is a tool for gathering perceptions of the coachee's work from the people with whom they come into contact. It can be carried out on just a few targeted individuals or on a 360° basis on direct reports, peers,...

Individual Coaching for the manager of the difficult employee If the employee is ‘uncoachable’, i.e. unwilling to question themselves, it may be helpful to support their manager in dealing with the ‘prima donna’. This may include exploring the supervisor's values, beliefs and prejudices (coaching) and providing suggestions for training, communication techniques and conflict management (empowerment) with unreasonable individuals. The aim is to make the situation less stressful for the manager. Experience shows that the ‘few’ difficult employees often take up more energy and time than all the...

Individual Coaching for the "difficult" person Individual coaching can be used to resolve the situation ONLY IF the difficult persone realises that he/she is  ‘part of the problem’ and is willing to work on himslef/herself. In this case, it is important to have a clear definition of the expected outcome from the employee's manager during a three-way session. The best results are achieved when the employee takes full responsibility for the own change, is aware of the possible consequences if they do not commit fully to achieving the results and sees the coach as a reliable source of support.

HR e responsabili dello sviluppo del personale Cercate corsi a catalogo con comprovata esperienza di successo? The locus of control and the sense of responsibility (20+ editions) How to bring out people's and employees' sense of responsibility. «who controls my destiny?» The art of questioning and the NLP metamodel (20+ editions) Un modello. "asking questions means to lead the conversation»...