Thu, Jun 09|
Single Module - RWKJ Conflict Management and Difficult Conversations
This is a great series for individuals, groups and organizations seeking to transform their relationship with conflict using a race equity lens.
Time & Location
Jun 09, 9:00 AM – 1:00 PM
About the event
R.I.S.E. - RADICAL, INSIGHTFUL, SOLUTIONS TO CREATE EQUITY
When people and institutions become intentional about internal transformation - developing inner strength as well as examining, responding, and mitigating internal biases - they are better positioned to authentically address and change inequitable behaviors, languages, and practices resulting in a more equitable and just experience for everyone within their sphere of influence.
WHY THIS SERIES?
The last few years has seen a rise in conflict within the workplace. Research reveals an increase in conflict between the employee and the institution, employees and supervisors and interpersonal conflict among staff.
In our own work, we have seen firsthand the challenges for institutions advancing anti-racist or Diversity, Equity, Inclusion and Belonging (DEIB) initiatives. Anti-racism or DEIB work often comes to a halt or is becomes limited for Institutions with unresolved conflict among employees. When the conflict is among leadership the consequences and impact are often experienced throughout the organization.
Through our work with organizations, we have learned the benefit of identifying the areas where unresolved conflict lies and engaging in a healing and restorative process BEFORE engaging in the work of Anti-racism and DEIB. We also have partnered with companies already active in the work but experiencing barriers due to unresolved conflict and interpersonal communication challenges. Our approach to healing and restoration using the RisewithKJ (RWKJ) Inclusive Dialogue Model creates the space necessary to reflect on, understand and if necessary, problem solve underlying issues presenting as barriers, challenges to application in real time, and the celebration of successes.
Our conflict management course is an intensive commitment. We maintain a cap of 20 total participants. We have learned that a smaller group of participants fosters easier connection and supports our goal of remaining aware and attentive to the needs of individuals and the group. We are also available to provide the series to organizations upon request.
There are 4 modules in the series. Participants are not required to attend all modules in the series, and can choose to attend one or all modules. To recieve the full benefit of the series we encourage participation in each module.
The learning structure follows a simple process, connection, theory, practice, application, and reflection:
1. Connection: Participation in the RWKJ Inclusive Dialogue Circle
2. Theory: Conflict management topic(s)
3. Practice: In session opportunity to practice theory
4. Application: Strategies to apply within professional or personal context
5. Closing Reflection: Participation in the RWKJ Inclusive Dialogue Circle
We alternate theory centered sessions with the Circle process. This structure is meant to facilitate the building of intentional community, increase awareness of us and others and to facilitate internal and interpersonal healing and growth.
It is our belief and experience that organizations which invest in the well-being of staff by addressing unresolved conflict and barriers to cross-cultural communication are better positioned to engage in Anti-racism and DEIB work.
This training is for individuals, organizations, businesses, and institutions that are:
• Seeking to skill up on conflict management skills
• Embarking and/or engaged on a DEI journey and would like to prepare and equip staff to skillfully navigate the
• Actively experiencing and navigating conflict
• Seeking to shift and healthily grow the operating culture around conflict
• Seeking to institutionalize standards of conflict mediation and engagement
• Have found that conflict and difficult conversations is taking a toll on staff
• Seeking to create culture amid remote working conditions
• Leaders and supervisors who are looking to skill up in how they support staff navigating conflict.
• Seeking a conflict management framework for leaders and staff
• To provide strategies for individuals to maintain a positive and healthy sense of self identity despite navigating
racism, bias, and oppression.
• To help organizations address unresolved conflict identified as a barrier to the anti-racism process.
• To bring change steeped in equitable and inclusive practices to the spaces we occupy, specifically within the
personal and professional sphere of influence.
• To expand individuals' ability to skillfully and holistically respond when engaging in conflict and difficult
• To deepen participants sense of personal power and their ability to use it.
• Understanding your preferred mode of conflict and how that influences leadership and interpersonal engagement
• Understanding your preferred mode of communication and how that influences leadership and interpersonal
• Learn how to use the RWKJ Conflict Management Framework for Leaders and Employees
• Develop organization and team level expectations and process for conflict management and difficult conversations
• Learn strategies on how to map and use your teams’ dominant conflict and communication style to inform your
• Develop a low-risk process for normalizing feedback
• Learn best practices for managing conflict and initiating difficult conversations
• Gain more confidence and skills for navigating conflict effectively
Module 1 – Conflict Philosophy
Conflict Management and Difficult Conversations Framework
Module 2 – Difficult Conversations Framework
The Power of Restorative Leadership
Module 3 – Creating a Culture of Belonging
Creating a Conflict Management and Communication Map
Module 4 – Creating Standards for Navigating Conflict in Organizations
Skilling up on Conflict Management Strategies
1. Conflict Philosophy
o Using a Cultural Lens to Explore our Relationship to Conflict
o Identifying and Owning Areas of Resistance and Acceptance
o Understanding the Mental, Physical and Emotional Responses to Conflict
o Overcoming Personal Barriers to Conflict Engagement
2. Conflict Management and Difficult Conversations Foundations
o The Importance of Effectively Managing Conflict
o The Terminology of Conflict
o Achieving Workable Unity
o What Makes Navigating Conflict So Hard?
1. Difficult Conversations Framework
o The Influence of Identity
o The Importance of Feelings
o Understanding What Happened
o Engaging Emotional Intelligence
2. The Power of Restorative Leadership
o Characteristics of Restorative Leadership
o Challenging our Personal Barriers to Becoming a Restorative Leader
o Using the Kaizen Way to Implement Restorative Leadership Characteristics
1. Creating a Culture of Belonging
o Fostering a Relational Culture
o 5 Aspects of an Equity Centered Culture
o Transforming Systemic Barriers to an Equity Centered Culture
2. Creating a Conflict Management and Communication Map
o How Conflict and Communication Styles Impact Leadership
o Skilling up the Team for Effective Conflict Management
o Skilling up the Team for Effective Cross-Cultural Communication
o Normalizing Feedback
3. Creating Standards for Navigating Conflict in Organizations
o Organization Values and Norms Alignment
o Creating Team Level Expectations and Processes
o RWKJ Conflict Resolution Process for Employees
o RWKJ Difficult Conversation Framework for Leaders
4. Skilling Up on Conflict Management Strategies
o Preparing for the Conversation
o What to do in the Absence of Prep Time
o Best Practices for Managing Conflict and Difficult Conversations
o Knowing When to Move On
* We offer a discount to organizations who register 5 or more employees to attend the series.
** JustLead Washington Alumni receive a significant discount to attend this series.
This ticket is for alumni of the JustLead Washington Academy. Once registered your name will be verified with JustLead Washington. There a limited number of these tickets.