Conflict to Collaboration Training Info

This two-day conflict to collaboration training is a balance between Groupwork Institute input and a focus on people’s particular facilitation learning needs and challenges.

We work with you to ensure our training content meets the needs of your staff.

Training outline


Workplace training start times can be between 9.00am and 9.30am and finish times can be between 4.30 and 5.00pm, or as negotiated.

Day One

  • Welcome and introductions
  • Agenda and agreements
  • Participants’ learning needs
  • Understanding and managing ourselves

Morning Tea

  • Understanding the dynamics of conflict
  • Micro-skills for managing conflict
  • Practice micro-skills using participants’ learning needs


  • The principles underpinning conflict resolution
  • When conflict ‘pops up’ unexpectedly
    • in one-on-one situations
    • in groups
  • Practice skills using people’s real stories

Afternoon Tea

  • Dealing with hidden or unspoken conflict
  • Practice using people’s real stories
  • Reflection on the day’s learning
  • Plan for day two
  • Evaluation of the day

Day two

  • Catch-up
  • Reflections from day one
  • Learning needs and agenda check
  • The Groupwork Institute conflict resolution model

Morning tea

  • Using the model when in conflict
  • Helping others in conflict
  • Practice applying the model to real examples


  • Giving hearable, critical messages
  • Practice combining all skills and models to address people’s learning needs

Afternoon tea

  • More practice
  • Reflection:
    • what have I learnt?
    • what will I do differently?
  • Evaluation of the training

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Training content – Conflict to Collaboration

This two day training is a balance between Groupwork Institute input, and a focus on people’s particular conflict resolution learning needs and challenges. The finer details of the content can be negotiated at the beginning of the workshop.

Specific input would draw from the following areas:

Understanding Ourselves – Self Awareness and Emotional Resilience

This topic includes:

  • Introducing our model for understanding and mapping our array of unconscious ‘selves’ – The Community of Selves™
  • Exploring the ‘dance of the unconscious’ and understanding how this interplay between ourselves and others can create conflict
  • Managing ourselves in the face of complex, emotionally challenging encounters.

The micro-skills

Here we will focus on the micro-skills that are particularly useful for managing conflict, and include:

  • Validating people’s opinions
  • Hearing each other across differences
  • Dealing with others who are angry, upset or expressing strong opinions or feelings
  • Giving difficult feedback that is ‘hearable’
  • Remaining emotionally centered in the face of serious challenges.

Managing conflict

  • Minimising unnecessary conflict (which is different to avoiding it!)
  • Our definition of conflict
  • A simple model for resolving conflict
  • Managing conflict in different scenarios

Dealing with conflict in groups and other ‘hot’ situations

Most of us have fears and avoidance behaviour around all sorts of challenging encounters. This will have a negative impact on our work. We need strategies to deal with our own and other’s feelings and reactive behaviour, these include:

  • understanding our responses to conflict or the expression of strong feeling
  • working with ‘hot spots’ and ‘flat spots’
  • facilitating strongly held differences
  • facilitating conflict between participants
  • bringing out what might be going on beneath the surface, when this is getting in the way.

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Capacity to undertake this training

We have been providing independent facilitation services since 1984, and have been training facilitators since 1998. In 2001 we first offered the yearlong Advanced Diploma of Group Facilitation, the first of its kind in the world.

This training draws from:

  • The extensive conflict resolution work we have facilitated in a wide range of organisations and groups over the last three decades.
  • Our own model of collaborative practice which has evolved from our experience of offering these services since 1984. We have developed our own model for managing conflict over that time. It is a key process within our model of collaborative practice. See section 10.
  • The specific units on conflict resolution we have developed in our Advanced Diplomas of Management and Group Facilitation. These Advanced Diplomas are nationally recognised qualifications, which are, in effect, courses founded in collaboration and emotional resilience.

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