Conflict to Collaboration Executive Workshop | D.C.

Open to participants from across D.C, throughout the United States, and internationally.
Disagreement is a natural part of working with others. What determines the outcome is how people respond when perspectives, expectations, or priorities collide. This program explores how to approach conflict constructively, communicate through tension, and create conditions for productive collaboration.

Program Overview

Turning Conflict into Collaboration helps professionals understand the causes and dynamics of workplace conflict and respond with greater awareness, confidence, and respect. Participants explore how assumptions, communication habits, emotional reactions, and competing interests can intensify disagreements. Through facilitator-led discussions and realistic workplace scenarios, the program develops practical approaches to listening, addressing difficult issues, negotiating workable agreements, and restoring cooperation while maintaining professional relationships.

What Will You Take Away?

• Recognize common sources, patterns, and early warning signs of workplace conflict.
• Distinguish facts, assumptions, emotions, positions, and underlying interests.
• Manage personal reactions and remain constructive during tense discussions.
• Use active listening and neutral questions to understand differing perspectives.
• Communicate concerns clearly without blame, avoidance, or unnecessary escalation.
• Explore options, negotiate shared expectations, and agree on practical next steps.
• Respond appropriately when conflict cannot be resolved immediately.

Who Should Attend?

Managers, team leaders, supervisors, project professionals, HR and people managers, client-facing professionals, and employees who navigate differing priorities or challenging workplace relationships. No prior conflict-management training is required.

Your Learning Journey

All times are local to the delivery venue. Facilitated learning: 6 hours 30 minutes. Two 15-minute breaks and a 60-minute lunch are included.

Your Learning Experience

Learning takes place through facilitator-led explanations, guided discussions, realistic workplace cases, paired dialogue exercises, and reflective feedback. Activities are integrated into the session; no separate workbook, toolkit, or post-training assignment is required.

Practical Application

Participants consider how to address disagreements about priorities, responsibilities, performance expectations, stakeholder needs, and team interactions. Emphasis is placed on respectful communication, practical agreements, and sustaining collaboration after a difficult conversation.

Learning Recognition

Participants who complete the program receive a Strive Wisdom Certificate of Completion. Professional development recognition: 8 PDUs, subject to applicable eligibility requirements.

Learning Formats

Instructor-Led Virtual Live | In-Person Classroom | Corporate In-House Training. Corporate sessions may be contextualized to the organization’s workplace situations and collaboration challenges, subject to agreed scope.

Before You Attend

Participants may reflect on a workplace disagreement or collaboration challenge they would like to approach more effectively. Joining instructions and any session-specific requirements are communicated before the program.

Program Essentials

Program Duration One day | 9:00 AM–5:00 PM (including breaks)

Delivery In-Person / Classroom/ Instructor-Led Virtual Live / Corporate In-House Recommended Level Foundational to Intermediate | Professionals and Leaders
Learning Approach Experiential and Instructor-Led

Professional Development 8 PDUs

Info: - Welcome, expectations and common conflict situations
- Sources of conflict: goals, roles, resources and relationships
- How assumptions, perceptions and communication gaps escalate tension
- Group scenario: identify what is driving a workplace disagreement
- Reflection on personal conflict responses

Info: - Common conflict responses: avoidance, competition and accommodation
- Collaboration and compromise: when each approach helps
- Emotional triggers and the difference between intent and impact
- Guided discussion: choosing a constructive response
- Key insights and facilitator feedback

Info: - Listening for concerns, needs and underlying interests
- Asking neutral questions and checking assumptions
- Acknowledging another perspective without automatic agreement
- Paired exercise: explore two sides of a disagreement
- Reflection and feedback

Info: - Separating observations from interpretations and judgments
- Expressing concerns with clarity, respect and accountability
- Practice: reframe blame-based statements into constructive language
- Debrief and practical application

Info: - Preparing for a difficult conversation and defining the desired outcome
- Managing defensiveness, interruptions and emotional reactions
- Role-play: address a recurring workplace disagreement
- Rebuilding dialogue after a conversation becomes tense
- Facilitated debrief

Info: - Moving from fixed positions to shared interests
- Generating options and assessing practical trade-offs
- Scenario: negotiate responsibilities and expectations across teams
- Confirming commitments, ownership and follow-through

Info: - Review of constructive conflict-resolution behaviours
- Integrated scenario: navigate disagreement and agree on next steps
- Personal reflection on one behaviour to strengthen at work
- Closing discussion and evaluation

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