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Avoiding conflict is not the goal; resolving conflict is!

Avoiding conflict is not the goal; resolving conflict is!

Conflict has many faces. There are the visible confrontations between co-workers. There are clashes between departments over scarce resources. There are competing priorities that can lead to missed deadlines. And then there are the unseen sources of conflict – hidden agendas, personal biases, or unintended consequences that may have arisen from a hasty resolution of a previous issue. Whether the source of conflict is seen or unseen, the effects are unmistakably felt across the organization.

So is all conflict bad? Actually, no. Conflict is a healthy part of any ongoing relationship. According to businesswoman and writer Margaret Heffernan, “For good ideas and true innovation, you need human interaction, conflict, argument, [and] debate.” You also need tools to manage conflict when it arises so you can reap those benefits.

We work with you to create a solution for your organization. Through in-depth discussions, we’ll help uncover the causes of conflict and then tailor classes to fit your situation. In addition to classes, we can administer a variety of assessments including the Thomas-Kilmann Conflict Mode Instrument to help your team understand different styles for handling conflict and the Conflict Dynamics Profile which improves self-awareness of what triggers conflict. One-on-one coaching is also available for situations that require a more tailored approach.


For more information about how you and your employees can learn to manage conflict to create a more harmonious and productive workplace, please call:

Mac McGinty
Vice President, Workforce Development
Community College Workforce Alliance
Phone: (804) 523-2280
Email: mmcginty@ccwa.vccs.edu

Workplace Wisdom: Organizational Recruitment Pipeline

Workplace Wisdom: Organizational Recruitment Pipeline

In today’s market, employers are looking to hire the most qualified candidates, but they are faced with an applicant pool that is often lacking in the necessary skills and experience. The OJT program provides an opportunity for job seekers to bridge the skills gap, while giving employers access to a more qualified applicant pool and funding to offset the costs of training a new employee.


Q: How can On-The-Job Training Support the Organizational Recruitment Pipeline?

A: Gone are the days of only offering internships and cooperative education to entry-level employees. “On-the-Job” training (OJT) programs can assist employers who are looking to expand and who need additional staff trained with specialized skills. Incumbent workers eager to learn new skills and up-skill for promotions can benefit from OJT opportunities.

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Your Most Engaged Employees Are Outnumbered

Your Most Engaged Employees Are Outnumbered

You may have heard the statistic that over half of the working U.S. population is not engaged at work. You probably know who those unengaged workers are in your company. Do you know what to do about them?

The percent of engaged employees rose from 2013 to 2014 (see chart below) to its highest level since 2000 when Gallup first began measuring employee engagement. However, 31.5 percent is less than one third of your employees who are passionate about their work and committed to your company’s mission and purpose.

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