Stellar Leaders

Leaders are at the heart of Stellar Performance. They create and sustain Stellar Performance with their actions and make everyone around them better. Every one of our leadership development solutions are designed and choreographed to maximize applied learning. No step in the process, module, exercise or discussion is trivial.

Stellar Performance can develop your leaders based on job level, organizational challenge, or affinity group.

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Doer to Leader
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Cross the chasm from functional doer to inspirational leader, igniting vision and inspiring team to implement strategy.
Manager to C-Suite
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Ascend from functional manager to c-suite leader, establishing leadership brand while increasing potential and sponsorship.
Leaders in Technology
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Elevate from technical manager to leader, becoming a business partner and able to influence up and across the company.
Women in Leadership
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Transform from manager to leader, accentuating unique and authentic self while gaining sponsorship from senior leaders.
Leaders as Influencers
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Increase potential to make a difference in the business through influence allowing great ideas to be heard and implemented.
Coaching for Leaders
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Improve self-awareness, performance, and potential using a personal leadership coach and organic process for development.

“Despite the challenges of balancing the program with day to day demands, the experience now looking back was both professionally and personally life changing. I have a new view on myself both as an individual and as a leader and I know that new understanding is impacting the way I am building relationships in my life both here at work and at home.”

Director, Hospitality Industry

Stellar Influence - Conflict & Trust Workshop

Managing Conflict With Productive Outcomes

Stellar Influence - Conflict & Trust Workshop

Managing Conflict With Productive Outcomes

Purpose

A career-changing experience that provides you with the roadmap and skills to productively manage conflict while influencing others and building trust to support your ideas and initiatives.

Your Takeaways

  • Learn an approach for influencing others using five conflict-handling modes based on dimensions of assertiveness and cooperativeness.
  • Gain a better understanding of how others perceive your style for managing conflict and how it impacts your relationships with them.
  • Reflect on your core personality traits and make sense of how and why you choose to deal with conflict.
  • Assess the best uses and downsides of each conflict-handling mode.
  • Determine which modes you use most and least often, and how this impacts your ability to influence key decision-makers.
  • Practice simple yet powerful techniques for defusing conflict, leading to better outcomes in your day-to-day work.
  • Apply the framework for influencing challenges you are dealing with back on the job.
  • Create a personal plan for how you will manage conflict as an influencing strategy going forward.

Transformational Results

The workshop helped me realize why I avoid and accommodate when in conflict andthat it often means I don't have a voice for my good ideas. I am now able to reframe my approach and not be anxious when engaging in difficult situations."
Workshop Participant
 

 

I like to compete and win in most everything I do. Being in the middle of everything has a price though. I now have some strategies to just get involved in what really matters to me and avoid the rest."
Workshop Participant
 

Agenda

Day 1
AM Workshop Introduction
Roadmap for Managing Conflict
Best Uses & Downsides of Conflict
My Conflict-Handling Style
PM Taking a Stand on Conflict Modes
Collaboration Through Conflict
Managing Conflict On the Job
Workshop Closing
EVE Departure

Managing Conflict

The Thomas-Kilmann Conflict Mode Instrument (TKI) assesses an individual’s behavior in conflict situations—that is, situations in which the concerns of two people appear to be incompatible. In conflict situations, you can describe a person’s behavior along two basic dimensions: assertiveness, the extent to which the individual attempts to satisfy his or her own concerns, and cooperativeness, the extent to which the individual attempts to satisfy the other person’s concerns. The two dimensions of behavior can be used to define five methods of dealing with conflict.

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At A Glance

Audience

Leaders & Staff Needing to Influence Others

Length

1-Day Workshop

Agenda

See Below

Assessments

TKI Conflict-Handling Modes

Coaching Sessions

Optional Session Post Workshop

Fees

Public: $975/Participant
 On-Site: Custom Pricing

 

BOUNDLESS

Leaders, Teams, and Organizations