Who Should Attend
HR directors, managers, business partners, generalists, and employee relations professionals who advise managers on employee disputes, facilitate difficult workplace conversations, or handle conflicts that continue despite previous attempts to resolve them.
How You Will Benefit
Identify whether conflict stems from behavior, responsibilities, expectations, or work processes.
Determine when facilitated discussion is appropriate and when another response is needed.
Ask focused questions that clarify events without taking sides prematurely.
Establish specific working expectations and responsibilities for each person.
Evaluate follow-through and respond when the conflict continues.
What You Will Cover
Learn how to assess recurring conflict before choosing an intervention. Examine how unclear responsibilities, competing priorities, and unresolved conduct concerns can become personalized—and how to bring the discussion back to observable behavior and work requirements.
Apply these principles to disputes involving missed handoffs, uneven workloads, dismissive communication, and repeated accusations. Practice structuring a conversation that clarifies what must change, who must act, and how progress will be reviewed.
Seminar Outline
Identify What Is Keeping the Conflict Alive
Separate reported events from interpretations about motives or personality. Determine whether the issue requires clearer responsibilities, a change in working practices, attention to conduct, or further inquiry.
Choose the Appropriate Form of Intervention
Assess whether individual conversations, manager action, or a facilitated discussion would help. Recognize when a concern should enter a complaint or investigation process before attempting joint resolution.
Lead a Focused Conversation About Work
Set a clear purpose and establish expectations for participation. Practice redirecting blame, clarifying competing accounts, and identifying the specific behaviors affecting performance.
Establish Commitments and Review Progress
Define how communication, handoffs, and responsibilities will work going forward. Determine what managers should monitor and when continued problems require further action.
Program Details and Credits
Registration includes the 90-minute live seminar and a certificate of completion documenting 1.5 learning hours. The curriculum focuses on conflict assessment, intervention decisions, facilitated conversations, and follow-through.
Acceptance toward employer requirements, professional association credits, licensing requirements, or other credentials is determined by the receiving organization.
Experience You Can Trust
Seattle Consulting Group builds on the consulting practice Jim Woods founded in 1998. Its work in management training, HR risk audits, and leadership accountability addresses the conditions that shape workplace performance: clear responsibilities, consistent standards, sound judgment, and accountable follow-through.
Our Satisfaction Guarantee
Attend the seminar and judge its value for yourself. If you are not satisfied that it provided practical guidance you can use in your work, contact Seattle Consulting Group within seven calendar days after the seminar. We will refund your registration fee in full.
Bring Recurring Conflict Toward a Workable Resolution
Strengthen your ability to assess difficult situations and choose an intervention with a clear purpose. Help employees and managers establish working expectations they can act on—and build confidence in your ability to handle consequential workplace disagreements.
Live Seminar | 90 Minutes | $399 Per Person
Certificate of Completion | 1.5 Documented Learning Hours | Satisfaction Guarantee
Click to Choose Your Seminar Date & Register
Cancellation and Transfer Policy
We understand that work demands and plans can change. If you cannot attend, you may send a substitute at no additional charge or transfer your registration once to a future offering of the same seminar, subject to availability. Simply notify us in writing before your original seminar begins. Any difference in tuition will apply to transfers.
For a full refund, cancel in writing at least 21 calendar days before the seminar begins. Cancellations received fewer than 21 calendar days before the seminar are non-refundable, but the substitution and transfer options above remain available until the seminar begins. Registrations unused without prior notice are non-refundable.
If Seattle Consulting Group cancels or reschedules your seminar, you may choose a transfer or a full refund.
Send your cancellation, substitution, or transfer request to sales@seattleconsultinggrp.com. These cancellation terms do not limit our satisfaction guarantee or any rights provided by applicable law.
Program Disclaimer
Seattle Consulting Group seminars provide professional education and practical guidance to support informed workplace decisions. They do not provide legal, medical, or other individualized professional advice, and attendance does not establish a consulting or advisory relationship.
You remain responsible for applying the learning appropriately to your circumstances, workplace policies, collective agreements, and applicable laws.
Where provided, certificates document completion and Professional Development Hours for your records. Acceptance toward employer requirements, professional association credits, licensing requirements, or other credentials is determined by the receiving organization.