This curriculum spans the design and execution of multi-workshop conflict intervention programs, comparable to internal capability-building initiatives that address power dynamics, decision-making distortions, and systemic influence patterns in complex team environments.
Module 1: Diagnosing Group Conflict Origins and Influence Pathways
- Conduct stakeholder mapping to identify formal and informal power holders within team structures before initiating conflict resolution.
- Use conflict typology frameworks (e.g., task vs. relationship vs. process conflict) to classify disputes and determine appropriate intervention strategies.
- Assess communication patterns in teams using meeting transcripts or observational logs to detect recurring triggers of influence breakdowns.
- Decide whether to intervene publicly or privately based on the visibility and escalation risk of the conflict.
- Balance transparency with confidentiality when gathering input from multiple parties involved in a dispute.
- Integrate psychological safety assessments into conflict diagnosis to determine if underlying fear of speaking up is contributing to passive-aggressive dynamics.
Module 2: Applying Influence Principles in Group Decision-Making Contexts
- Select between reciprocity and scarcity tactics based on resource availability and timeline pressures in team negotiations.
- Design agenda structures that leverage commitment and consistency by securing early small agreements before addressing contentious items.
- Identify and neutralize inappropriate use of social proof, such as false consensus claims, during group deliberations.
- Train facilitators to recognize when authority bias is suppressing dissenting opinions in hierarchical teams.
- Intervene when liking-based alliances create subgroups that distort consensus-building processes.
- Implement pre-commitment devices, such as written position statements, to reduce last-minute positional shifts during negotiations.
Module 3: Designing Negotiation Frameworks for Multi-Party Disputes
- Choose between integrative and distributive approaches based on whether long-term relationships or one-time outcomes are prioritized.
- Establish ground rules for information sharing to prevent strategic withholding or ambush tactics in cross-functional negotiations.
- Determine the optimal sequence for bilateral talks versus full-group sessions to manage complexity and build trust incrementally.
- Decide when to introduce a third-party mediator based on impasse duration and escalation of emotional tension.
- Structure side conversations to avoid perception of collusion while allowing necessary pre-negotiation alignment.
- Define objective criteria for success (e.g., measurable KPIs) to reduce reliance on positional bargaining.
Module 4: Managing Power Asymmetries and Influence Tactics
- Monitor for coercive compliance tactics, such as deadline manipulation or exclusion from key meetings, and establish countermeasures.
- Introduce structured speaking turns in meetings to mitigate dominance by high-power individuals.
- Train lower-power participants in assertive communication techniques without escalating conflict.
- Decide whether to expose or redirect covert influence attempts, such as triangulation or rumor spreading, based on organizational culture.
- Implement escalation protocols for reporting unethical persuasion attempts while protecting whistleblowers.
- Balance empowerment initiatives with accountability mechanisms to prevent counterproductive overreach.
Module 5: Facilitating High-Stakes Group Interventions
- Select intervention format (workshop, facilitated dialogue, or structured feedback session) based on conflict severity and time constraints.
- Pre-brief participants on expected behaviors and consequences for violating dialogue norms.
- Design seating arrangements and timing to minimize defensiveness and maximize engagement.
- Integrate real-time feedback mechanisms, such as pulse checks, to adjust facilitation approach mid-session.
- Manage emotional volatility by scripting de-escalation responses for common triggers.
- Document agreements and action items with assigned ownership to ensure follow-through.
Module 6: Institutionalizing Conflict Resolution and Influence Norms
- Embed conflict resolution expectations into team charters and performance evaluation criteria.
- Develop escalation ladders that define when and how disputes move to higher authorities.
- Train managers to conduct routine conflict audits during team check-ins.
- Design feedback loops to capture lessons from resolved conflicts and update protocols.
- Align influence training with organizational values to prevent misuse of persuasion techniques.
- Monitor for cultural drift by auditing communication artifacts (emails, meeting notes) for early signs of deteriorating norms.
Module 7: Evaluating Outcomes and Mitigating Backlash
- Measure changes in team effectiveness using pre- and post-intervention performance data.
- Track relationship repair through anonymous sentiment surveys focused on trust and collaboration.
- Identify residual resentment by analyzing participation patterns in subsequent meetings.
- Adjust follow-up frequency based on risk of relapse into old conflict patterns.
- Address perception of bias in intervention outcomes by publishing decision rationales with redacted details.
- Revise influence protocols when data shows consistent misuse or unintended consequences.