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The workshop is designed to provide staff with a comprehensive understanding of how leadership dynamics and organisational change impact interpersonal relationships. In an evolving work environment, conflict is often an inevitable byproduct of transition; this session empowers participants to view conflict not as a barrier, but as a manageable aspect of professional growth.

The workshop begins by examining various leadership styles and their specific efficacy during the implementation of change. Participants will explore the psychological distinction between technical change and human transition, learning how different leadership approaches can either escalate or mitigate friction.

Following this, the session moves into a practical phase where participants will be introduced to a variety of conflict resolution styles. Through guided exercises, attendees will learn how to choose the most appropriate strategy based on the urgency, importance, and nature of the dispute. The workshop concludes with a focus on self-development, encouraging participants to reflect on their personal triggers and develop the emotional resilience needed to handle difficult conversations with confidence.

By the end of the session, participants will be able to:

• Evaluate the efficacy of different leadership styles during periods of change implementation;

• Understand the relationship between change, transition, and conflict resolution within a leadership context;

• Identify and select the most appropriate conflict resolution style for various workplace scenarios;

• Formulate a personal development plan to improve individual competency in handling and resolving conflicts.

This advanced follow-up focus group is designed as an interactive "Conflict Clinic." Shifting from the theoretical foundations of the initial workshop, this session centers entirely on the real-time challenges participants are currently facing within their teams.

By integrating Change Management principles with Conflict Resolution strategies, participants will move from understanding conflict styles to masterfully navigating the "human friction" that occurs during organisational transitions.

The Advanced Focus Group - Change Management & Conflict Resolution serves as a facilitated peer-consultancy space. Participants are required to bring a specific, anonymized workplace conflict or a "change-resistance" scenario they are currently managing.

The session moves through a three-stage process:

1. Diagnostic: Using change management frameworks to identify if a conflict is rooted in interpersonal dynamics or systemic transition anxiety.
2. Clinical Peer Review: Presenting individual "cases" to the group to gain diverse perspectives and bypass personal biases.
3. Strategic Calibration: Refining individual action plans using advanced negotiation and restorative techniques to ensure long-term resolution rather than short-term compliance.

By the end of this two-hour focus group, participants will be able to:

1. Diagnose Root Causes: Categorize current workplace conflicts as either "Technical" (process-based) or "Adaptive" (change-based) to apply the appropriate resolution strategy.
2. Map Resistance to Change: Identify where specific team members sit on the Change Curve and tailor communication styles to de-escalate fear-based resistance.
3. Facilitate Restorative Dialogue: Apply a structured restorative framework to their specific "brought-in" issue to repair professional relationships damaged by organisational shifts.
4. Execute Peer-Consultancy: Critically evaluate conflict scenarios presented by colleagues, providing constructive, high-level feedback based on the TKI (Thomas-Kilmann) and Interest-Based Relational (IBR) models.
5. Formulate an Intervention Roadmap: Develop a concrete, step-by-step resolution plan for their specific workplace issue, including predicted counter-moves and emotional regulation strategies.