CONFLICT RESOLUTION TRAINING FOR LEADERS

Resolving Conflict with Clarity

Prepare leaders to decide which conflicts are worth engaging, work through hard conversations with clarity, and coach their teams to do the same
Leader in conflict resolution training gestures openly as she speaks, with speech bubbles signaling a two-way conversation

Help leaders handle conflict before it costs the team

Workplace conflict costs U.S. organizations at least $157 billion a year in manager time alone, according to a 2026 analysis by Pollack Peacebuilding Systems. Most leaders fall back on a default way of responding, and it doesn't fit every situation.

This program helps leaders understand how they show up in conflict, decide which conflicts are worth engaging, and work through difficult conversations in a way that builds understanding and leads to solutions both sides can commit to.

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Audience
Frontline and midlevel leaders who handle conflict on their teams
Length
6-week learning journey,
flexible options
Live learning
4 hours
Cohort size
Up to 24 participants

Before and After: How Leaders Change

Resolving Conflict with Clarity helps leaders understand their own patterns in conflict, choose when and how to engage, and guide their teams through tension productively.

From reacting on autopilot to choosing a response

Leaders learn their default conflict style and recognize when it helps and when it gets in the way.

From avoiding conflict to choosing when to engage

Leaders use the SCAN model to decide whether a conflict is worth addressing and what approach fits.

From vague frustration to a clear request

Leaders learn to name the specific behavior or situation, and the outcome they actually want.

From rushing to solutions to understanding first

Leaders listen for what's underneath what someone says, so people feel safe enough to be honest.

From fixing it for them to coaching them through it

Leaders learn to guide team members' thinking about their own conflicts instead of taking them over.

From lingering tension to agreements that hold

Leaders work toward solutions both sides helped shape, with clear next steps.

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PARTICIPANT FEEDBACK
"It's an eye opener to learn how simple this process can be."

-Leader Participant

What's Different About This Program

Here are five core ways that this program is different from other conflict resolution training programs on the market today.
1: Starts with how each leader shows up in conflict. A woman raises a hand defensively during a tense exchange.
Many conflict programs jump straight to techniques. This program starts with each leader's default style and attitudes toward conflict, measured in two pre-assessments, so new skills build on real self-awareness.
2: Expands perspective in conflict. A man holding papers listens closely to someone across the table.
The program uses the Perception Box™, a model of how experience, beliefs, and familiar patterns shape what each of us notices and feels. In conflict, it helps leaders recognize that their read of a situation may be very different from how the other person sees it, and get curious about that gap before trying to resolve it.
3: Helps leaders determine when to engage. A woman pauses in thought, hand at her chin, before responding.
The SCAN model gives leaders a quick way to decide whether a conflict is worth addressing and what approach fits, before they step into the conversation.
4: Grounded in proven research on effective conflict. Two colleagues talk through a disagreement face to face.
Research published in the Journal of Intelligence in 2025 found that people have stable preferences in how they handle conflict, but the quality of their thinking in the moment predicted effective conflict behavior far better than personality or style. The program builds that skill: slowing down, reading the situation, and choosing a response.
5: Built to stick after the sessions end. Two colleagues continue a conversation across a meeting table.
Leaders practice on real conflicts from their own work during the sessions. Afterward, they continue with a three-week application challenge, video examples of real conversations, and pre- and post-program assessments.
1. Starts with how each leader shows up in conflict
2. Expands perspective in conflict
3. Helps leaders determine when to engage
4. Grounded in proven research on effective conflict
5. Built to stick after the sessions end
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5 Reasons to Choose Resolving Conflict with Clarity

Here are five core ways that this program is different from other conflict resolution training programs on the market today.

1. Starts with how each leader shows up in conflict

Many conflict programs jump straight to techniques. This program starts with each leader's default style and attitudes toward conflict, measured in two pre-assessments, so new skills build on real self-awareness.

2. Expands perspective in conflict

The program uses the Perception Box™, a model of how experience, beliefs, and familiar patterns shape what each of us notices and feels. In conflict, it helps leaders recognize that their read of a situation may be very different from how the other person sees it, and get curious about that gap before trying to resolve it.

3. Helps leaders determine when to engage

The SCAN model gives leaders a quick way to decide whether a conflict is worth addressing and what approach fits, before they step into the conversation.

4. Grounded in proven research on effective conflict

Research published in the Journal of Intelligence in 2025 found that people have stable preferences in how they handle conflict, but the quality of their thinking in the moment predicted effective conflict behavior far better than personality or style. The program builds that skill: slowing down, reading the situation, and choosing a response.

5. Built to stick after the sessions end

Leaders practice on real conflicts from their own work during the sessions. Afterward, they continue with a three-week application challenge, video examples of real conversations, and pre- and post-program assessments.

What the Research Says

44%
of working adults experienced conflict at work in the past year, the highest level recorded in the study's history
Source: Acas, 2025
95%
of employees who received conflict management training say it helped them navigate conflict positively
Source: CPP Inc., 2008
$157B
minimum annual cost of workplace conflict to U.S. organizations, counting manager time alone
Source: Pollack Peacebuilding Systems, 2026

A 6-Week Blended Learning Journey

Resolving Conflict with Clarity is offered as a blended learning program. Explore a suggested learning journey below, although implementation can be flexible to your organization's needs.

  • Pre-assessments

  • Self-paced learning

  • Live instructor-led learning

  • Learning application

  • Post-assessment

Pre-assessments

Two short assessments help leaders understand their default approach to conflict and comfort with it.  Results help the facilitator personalize the live sessions.

Time: ~15 minutes per assessment

Self-paced learning

Two short microcourses before the live sessions: "Orientation to Conflict" and "Conflict Strategies," which introduces the five common ways people respond to conflict.

Time: ~10 minutes per microcourse

Live instructor-led learning

Facilitated practice, delivered as two 2-hour sessions or a single 4-hour session.

If split into two sessions, they complete a microcourse in between on applying the PEACE model.

Time: 2 hours per session

Learning application

A three-week challenge with a short microcourse each week: a recap, a quick knowledge check, and ideas for practice. The first two weeks focus on building conflict readiness and coaching others. The third is about using the PEACE model in a real conversation.

Time: ~10 minutes per week, plus practice on the job

Post-assessment

A post-program assessment shows how each leader has grown, for personal insight and to support program reporting toward business goals.

Time: ~15 minutes

Plan a program for your leaders

A 6-Week Blended Learning Journey

Resolving Conflict with Clarity is offered as a blended learning program. Explore a suggested learning journey below, although implementation can be flexible to your organization's needs.

  • Pre-assessments

    Two short assessments help leaders understand their default approach to conflict and comfort with it.  Results help the facilitator personalize the live sessions.

    Time: ~15 minutes per assessment

  • Self-paced learning

    Two short microcourses before the live sessions: "Orientation to Conflict" and "Conflict Strategies," which introduces the five common ways people respond to conflict.

    Time: ~10 minutes per microcourse

  • Live instructor-led learning

    Facilitated practice, delivered as two 2-hour sessions or a single 4-hour session.

    If split into two sessions, they complete a microcourse in between on applying the PEACE model.

    Time: 2 hours per session

     

  • Learning application

    A three-week challenge with a short microcourse each week: a recap, a quick knowledge check, and ideas for practice. The first two weeks focus on building conflict readiness and coaching others. The third is about using the PEACE model in a real conversation.

    Time: ~10 minutes per week, plus practice on the job

  • Post-assessment

    A post-program assessment shows how each leader has grown, for personal insight and to support program reporting toward business goals.

    Time: ~15 minutes

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INDIVIDUAL CONTRIBUTORS

Help Teams Work Through Conflict Together

This program is also offered as a course for individual contributors, helping them recognize their own patterns in conflict and work through disagreements with colleagues in a way that strengthens working relationships.

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Two colleagues smile and lean in together over shared work, showing conflict resolution skills for individual contributors

 
Frequently asked questions about Resolving Conflict with Clarity
1. Who is Resolving Conflict with Clarity designed for?

Frontline and midlevel leaders who manage people and handle conflict on their teams, whether that's tension between team members, disagreement with peers, or a difficult conversation with a direct report.

2. Who facilitates the program?

You can choose. SIY Global's expert facilitators can deliver the live sessions for your organization, or you can train your own internal facilitators through our Facilitator Certification program.

Learn about facilitator certification
3. Can the program be delivered virtually?

Yes. The live sessions can be delivered virtually or in person, as two 2-hour sessions. The self-paced learning and application challenge are completed online, so the program works for distributed and global teams. If a half-day format works better for your organization, talk with us about options.

4. Can the program be tailored to our organization?

Yes. We regularly tailor the program to fit an organization's context. That can include scenarios that reflect your industry and culture, a different program length, or a different cohort size. Talk with us about what you need, and we'll shape the program around it.

5. How is this different from traditional conflict resolution training?

Many conflict programs focus on techniques for the conversation itself. This program starts with how each leader shows up in conflict, adds a model for deciding which conflicts are worth engaging, and then gives leaders a structured approach for working through the conversation. Leaders also learn to coach their own teams through conflict.

6. How much does the program cost?

Pricing varies based on the number of participants and cohorts, the delivery format, facilitation, and any tailoring. Talk with us about your goals, and we'll put together options that fit your organization.

7. Do leaders need to complete another SIY Global program first?

No. Many organizations start with Leading with Emotional Dynamics™, SIY Global's foundational emotional intelligence program for leaders, but Resolving Conflict with Clarity can be run on its own.

Explore Leading with Emotional Dynamics
8. What will leaders be able to do after the program?

Leaders will be able to recognize their default conflict style and when it helps or gets in the way, decide whether a conflict is worth engaging and how, work through a conflict conversation toward a solution both sides can commit to, listen in a way that makes it safer for people to be honest, and coach team members through their own conflicts.

9. Where does this program fit in a leadership development curriculum?

Organizations often use it when unresolved conflict is slowing teams down, when a reorganization or merger brings new teams together, or as part of a broader leadership curriculum alongside other programs on emotional intelligence and team trust.

It can also be added alongside change programs, since change brings natural and healthy conflict, and leaders who can work through it productively help keep the change moving.

Plan a program for your leaders