Perfect Phrases for Job Seekers by Michael Betrus

Author:Michael Betrus
Language: eng
Format: epub
Publisher: McGraw Hill LLC
Published: 2012-10-15T00:00:00+00:00

Managing Conflict

Conflict is not always negative. In fact, it can be healthy when effectively managed. Healthy conflict can lead to:

Growth and innovation

New ways of thinking

Additional management options

There are five steps to managing conflict:

Analyze the conflict

Determine management strategy

Prenegotiation

Negotiation

Postnegotiation

You need to position yourself as one who manages conflict well, who grows teams, keeps morale high, and drives your team or projects to “strive, stretch, and reach.”

Perfect Letter Phrases for Managing Conflict

Recruited as a contracted trainer for specialized workshop programs, I led programs including stress management, interpersonal communication skills, career management, customer service skills, conflict resolution, understanding and managing change, team building, assertiveness/self-esteem, and “Who Moved My Cheese?”

As you mentioned the importance of bridging ideas to a successful conclusion, I acted as liaison between executives, tenants, brokers, and corporation, managing conflict and ensuring shared understanding, accountable for coordination of final agreements.

As a project leader managing several department contributions, I resolved conflicts between departments to ensure personnel were available for flights, conducted team leader meetings, and resolved all customer problems.

I developed and led conflict resolution programs in schools linking leadership program with life skills awareness within a Baldridge in Education framework.

I created an annual culture survey and consulted with management teams on potential suggestions to enhance/improve culture. This resulted in:

My organization was responsible for driving change and managing new staffing models utilizing the “workout” change model by leading a team of 30 cross functional managers:

Facilitated several conflict resolution sessions between operations and functional groups

Facilitated new manager assimilation sessions

Facilitated change management work-out sessions

Managing conflict successfully has more to do with acting as a coach, not a cop.

My past successes demonstrate strengths in managing diverse job processes, building and maintaining relationships throughout an organization, motivating staff and colleagues, assessing and developing high potential talent, and managing corporate objectives through major change.

I attended the following classes in the effort to hone my coaching and interpersonal management skills: Managing Conflict: AT&T School of Business, Course MS6431, completed

Managing People and Performance: AT&T School of Business, Course MD7601, completed October 1993

Certifications: Numerous technical and managerial courses: Managing People and Performance, Managing Conflict, Communications Workshop, Leadership for the Future, Achieving Communication Effectiveness, and Labor Relations (AT&T School of Business & Technology)

Conflict can be constructive, but if left to “work itself out,” the outcomes are seldom acceptable to all parties. Not only will mismanaged conflict disrupt the best of plans, it also dissipates energy and distracts from your goals.

A key requirement of any great internal success coach prepares training materials and leads workshops on Stress Management, Understanding and Managing Change (incorporating “Who Moved My Cheese?” materials), Career Development and Advancement.

In 2006, I was selected local facilitator for the nationwide training broadcasts, Coaching Skills for Managers, Planning and Organizing, Oral Communications and Listening Skills, Training Aids, and Training Technology Update. I am a certified facilitator for group feedback sessions for managerial and support staff who completed the “Performance Development System’s” training assessment instrument.

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