Structure records of executive team conflict resolution so that they answer the questions an auditor will actually ask.
Resolving Internal Conflict Among Executive Team Members
A practical programme in executive team conflict resolution for professionals who are accountable for results, not just awareness.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Teams read what their leaders tolerate on executive team conflict resolution far more accurately than what their leaders announce. When conflict resolution is unclear, people default to protecting their own function. The programme is built to be used, and every section of the wider organisational leadership agenda it covers ends in something applicable. Applied research in organisational leadership consistently shows that early structure around executive team conflict resolution reduces downstream rework. Each session closes with a decision the participant must justify about the organisational leadership capability in their own setting. Teams frequently over-invest in documenting conflict resolution and under-invest in testing it. Participants gain a realistic view of what executive team conflict resolution costs and what it returns. Participants who influence conflict resolution without directly controlling it will find the content directly usable. The closing exercise tests whether the participant's plan for the practice within organisational leadership survives a hostile question.
Expected Learning Outcomes
Build coalitions across functions to make conflict resolution stick.
Build a concise leadership plan for executive team conflict resolution that colleagues can follow without further explanation.
Test the organisation's response to conflict resolution under conditions that are less than ideal.
Translate executive team conflict resolution into objectives each person can see themselves in.
Make decisions on conflict resolution at the right speed for the risk involved.
Review your own performance on executive team conflict resolution as rigorously as you review others'.
Who Should Attend
High-potential staff being prepared for wider responsibility for executive team conflict resolution.
Newly promoted managers taking on conflict resolution for the first time.
Technical staff being prepared for supervisory responsibility over executive team conflict resolution.
Coordinators responsible for keeping records and documentation of conflict resolution current.
Executives leading multi-function programmes involving executive team conflict resolution.
Department heads and senior managers accountable for conflict resolution.
Course Modules
Executive team conflict resolution: measuring whether leadership actually changed anything
2 sessions · 8 pointsSession 1Showing that executive team conflict resolution changed something measurable
- Prepare the summary of executive team conflict resolution that senior management will read.
- Anticipate the objections conflict resolution will raise and prepare the answers.
- Set the decision rights on executive team conflict resolution: who decides, who is consulted, who is told.
- Rank the weaknesses in conflict resolution by consequence rather than by ease of fixing.
Session 2The meeting that finally unblocks conflict resolution
- Collect evidence on the present handling of executive team conflict resolution before proposing changes.
- Arrange the handover of conflict resolution so capability survives staff changes.
- Check whether incentives anywhere reward behaviour that undermines executive team conflict resolution.
- Give one piece of specific feedback on conflict resolution within the week.
Conflict resolution: performance, standards and consistency
2 sessions · 8 pointsSession 1Deciding on conflict resolution when the information will never be complete
- Verify six months later that changes to executive team conflict resolution have held.
- Agree the standard on conflict resolution and confirm it applies to everyone.
- Identify which function can quietly block executive team conflict resolution and address it directly.
- Remove steps in conflict resolution that add effort without adding assurance.
Session 2The hard cases in conflict resolution and how to reason about them
- Identify your successor for executive team conflict resolution and the gap they need to close.
- Identify the data already collected that bears on conflict resolution.
- Ask the team what they think is wrong with the plan for executive team conflict resolution.
- Test whether the team can explain conflict resolution in their own words.
Conflict resolution: conflict, politics and informal power
2 sessions · 8 pointsSession 1Saying the thing about conflict resolution that nobody wants to say
- Check that executive team conflict resolution still works when volumes rise unexpectedly.
- Prepare how you will respond when conflict resolution is challenged publicly.
- Identify the conversation about executive team conflict resolution you have been postponing, and schedule it.
- Decide what you will delegate on conflict resolution and what you will not, and say why.
Session 2Getting other functions to support executive team conflict resolution
- Prepare the response for the most likely failure in executive team conflict resolution.
- Confirm that the people affected by conflict resolution heard it from you first.
- Name the person accountable for each part of executive team conflict resolution, not the committee.
- Identify where judgement in conflict resolution is legitimate and where it is not.
Conflict resolution: delegation, trust and accountability
2 sessions · 8 pointsSession 1Recovering after a visible mistake on conflict resolution
- Set the review point at which executive team conflict resolution will be reconsidered.
- Write down the reasoning behind your position on conflict resolution.
- Recognise publicly one person whose work on executive team conflict resolution went unnoticed.
- Agree what will be standardised in conflict resolution and what will not.
Session 2What has to be agreed before work on conflict resolution starts
- Name a single owner for each element of executive team conflict resolution.
- Decide what will be stopped to create capacity for conflict resolution.
- Plan the sequence in which improvements to executive team conflict resolution will be introduced.
- Set out how exceptions to conflict resolution are requested and approved.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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