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Wish your team could JUST WORK TOGETHER instead of bickering?

Lower Stress, Happier Workplace & Higher Performance (In a Box)

Get the simple yet effective solution for teams to self-manage conflicts and create a collaborative workplace

Watching yet another meeting or project stumble and stall under the weight of niggling conflicts is an excruciating experience. 

When you’ve spent most of your day suppressing your own frustration to manage the frustrations of others — and all you’ve gotten done so far is to try to repair the cracks in team relationships, never mind make progress on resolving the conflict itself — it’s stressful for your team and it’s stressful for you. 

On bad days, it’s exhausting. Like you could burn out just from this alone, without touching on the rest of your duties. Even on good days, there are a few sore spots between team members that need to be soothed.

You could all be so much more relaxed, more collaborative, and more productive if only those conflicts were easier to defuse.

Or better yet, if they never got to be a big problem in the first place. If your team members simply resolved their disagreements or conflicting priorities in a logical, amicable way.

If you’re thinking, “Yeah, right,” or “I wish…” then I’m here to tell you it IS possible. 

Your team can resolve their own conflicts, and even use them to generate better solutions to problems within a project or in the workplace as a whole.

It’s achievable, and not too hard to do once you and your team have the right tools and instructions.

Or better yet! If they could get out in front of those tiny issues before they blistered into conflicts that require an intervention?

Broken Trust & Broken Logic 

One of the most profoundly helpful principles I’ve shared with every team I’ve helped is that when trust breaks down, negative assumptions create and escalate conflict.

Every negative assumption springs from a breakdown of trust, whether small or large. A breakdown of trust allows emotions such as doubt, fear, anger, or envy to overrule logic — and if they aren’t addressed, those negative assumptions quickly pile up and inevitably lead to believing the worst of our colleagues.  (This is why more than 1 in 4 employees have experienced workplace conflict escalating into personal insults, and almost 1 in 10 have had a project fail due to intense conflict.)

Trust is essential to preventing and resolving conflict of all kinds. And it’s almost impossible to trust someone who isn’t communicating their intentions clearly. 

Your team’s conflict problem is really a clarity and communication problem.

No-one can clearly communicate their needs, preferences, and priorities if they aren’t yet clear in their own minds. And no-one can ensure that needs are met unless those needs are clearly identified and communicated. Without clarity and communication, there’s no way to move forward to a good solution.

Ask “Why” Before “How”

This is the essential premise behind every skill and process I teach. 

In more than 25 years working as a mediator and conflict coach, helping teams to develop their collaboration skills and resolve their conflicts, I’ve seen over and over that the first crucial step is to get total clarity on what matters most to whom. (With clarity at the point of the conflict’s origin, you and your team can even resolve it before there’s any opportunity for escalation.) 

All problem solving is about meeting needs that are not currently being met, or that we fear won’t be met. 

But most people jump right from “We have a problem,” to “Here’s how we could try to solve it”… and they miss out the crucial step of asking, “Wait, why do we have this problem?”

It’s not surprising — fast, decisive action is rewarded in most workplaces, so no wonder your team tends to want to move forward to the solution phase of the process as quickly as possible.

In a conflict, pushing forward to a solution without first finding out why the problem exists will only make the whole process take longer

(If that’s what’s happened in your workplace, you’re not alone. I’ve helped several teams to resolve conflicts that had already dragged on for more than a year before they came to me!) 

In contrast, when we’re clear on what needs we’re trying to meet, not only are we more likely to succeed but we’re also more likely to find creative new ways to do it. And when we choose and implement a solution, having that ready-made list of needs provides the exact evaluation criteria needed to measure and optimize the solution’s effectiveness.

How to Create Clear Communication in a Conflict

To achieve this seemingly magical state of clear communication and collaboration, you first have to develop an understanding of the common needs that drive conflict in your workplace. Once you know how to identify and address them, it gets SO MUCH EASIER — even if some of the individual needs you identify appear to be incompatible at first glance.

And to make that level of insight and action possible, all your team really needs is a relatively small amount of training plus the right clarity-finding tool. 

So that’s what I have for you, and you can get started today.

I’ll share with you the same strategies, tactics and tools I use myself — the exact approach I’ve used and refined and perfected over multiple decades of team conflict resolution and collaboration coaching. I’ve taught this approach to thousands of individuals and hundreds of teams, with excellent outcomes.

“I have taken several other conflict management courses over my career and find your approach refreshing. In my experience, most of my courses have pushed collaboration as the preferred optimal method. You see value in all styles dependent on the situation. Seems more natural to me. I also really like that you give examples to prove your point. That really works for learners like me.”

Designed for You & Your Team

Studies show that team members often wish their manager would do more to identify and address tensions between team members before they develop into full-blown conflicts. With my training and tools, you and/or your whole team can learn how to defuse tensions and avoid escalation. 

If you want to…

  • Free up your team’s time and energy — as well as your own — by resolving conflicts sooner and more easily…
  • Increase collaboration, productivity, trust, innovation, and creativity… 
  • Reduce workplace stress, sickness, absence and performance issues…
  • Cultivate the mental and physical wellbeing and professional development of your team
  • Develop your skills to serve the entire team’s growth and success…

…then this is an ideal solution for your needs. And I’m happy to help.

Since leaving my law practice in 1996 to become a full time mediator, collaborative facilitator and conflict coach, I’ve mediated disputes and coached teams in a variety of contexts. I’m a certified MBTI practitioner specializing in personality type and its impact on conflict management. My passion and focus is interpersonal workplace and organizational conflict. 

I’ve trained thousands of people to use conflict resolution, communication and collaboration skills. Over the past 25 years, I’ve developed unique skills and tools that take the mediation process from “finding solutions people can live with” to “transforming relationships and preventing conflict.”  

As more and more people experienced the outcomes of my methods, some of my clients asked if I could provide a self-directed learning experience that their teams could undertake without in-person coaching. So I developed the solution they were asking for – and almost immediately, 85 people signed up to use it! 

They’re already getting excellent outcomes from the program. Now it’s your turn.

How Collaboration In A Box Helps

This program includes all the training, coaching, tools and resources you need to transform your experiences of conflict into collaborative problem-solving and progress. 

You can choose to work through the program yourself, sign up every member of your team, or select just a couple of key people to enroll — whatever works best for you.

Collaboration In A Box is a fully self-directed training program that you and your team members can work through together or asynchronously. It explains the concepts that will help your team shift from conflict to collaboration, ready to tackle difficult conversations and play their part in the process. 

The Collaboration In A Box card deck gives your team an effective and easy-to-use tool to pinpoint the needs that must be met in any conflict, creating the foundation for satisfactory solutions.

The Collaboration In A Box workbook removes friction by providing ready-made worksheets and resources, giving everyone a place to keep their notes, ideas, questions, and answers.

Plus, monthly Q&A calls to discuss training learnings and answer any questions.

You’ll learn how to:

  • Prevent conflict at the point of origin so it doesn’t become a problem.
  • Prepare for and participate in a difficult conversation to make it easier to navigate to a successful solution.
  • Improve innovation and decision-making so the best ideas surface and are recognized.
  • Strengthen personal decision-making and problem-solving in all aspects of your work.
  • Build team engagement and trust for easier, more productive collaboration.
  • Create a high level of psychological health and safety in the workplace.
“I’m an HR consultant and oftentimes, when I’m doing work with folks and it gets messy, a lot of times you ask a question and they don’t know what to say so it can be crickets at times. But this is something that people can start to discuss, it’s tangible, there’s examples and the training with it.”

How much does it cost?

Less than the agonizing number of hours of your life you’ve already lost to workplace conflicts…

Less than the thousands of dollars a month you’d pay a conflict coach or consultant to work with your team in person…

Less than the couple of thousand dollars (and many, many hours of your time) you’d have to spend for an entry level conflict resolution certification…

MUCH less than the valuable time you still stand to lose, every workday from now until forever, unless your team develops the skills of collaborative conflict management…

In fact, your investment in Collaboration In A Box is only $297 US ($387 CAD) per person.

Need to Know

When does it start?

You’ll get access to the first lesson immediately on enrollment.

How long does it last? 

This is self paced so you can complete it in a week, a month, or however fast or slow you want to go. There are 8 lessons in total. Even after you complete all the lessons, you continue to get unlimited access to the program’s monthly group coaching and workshopping with me, and lifetime access to the training content.

Will this work for me? 

Yes, the principles are the essence of conflict resolution in literally any scenario from workplace priority clashes to toddler tantrums to hostage negotiations. The training and card deck make those principles accessible and actionable so that you and your team can resolve conflicts with ease and grace.

Can I take this program by myself, or do I need to bring my entire team?

Either or both! You can sign up and work through the program yourself, to improve your own conflict resolution and communication skills. You can hand-pick individual team members to enroll. Or you can sign up every single person in your team. (The price per person stays exactly the same.)

Enrolling yourself and everyone else in your team is ideal. When your team has this highly effective skill set and tool set that they all share, they’ll be able to repair damaged workplace relationships, defuse conflict before it escalates, and use any conflicts they can’t prevent as an opportunity to develop creative, collaborative solutions. 

Give them Collaboration In A Box:

  • Self-directed training program to shift your team from conflict to collaboration. 
  • Card deck collaboration tool to create clarity on the needs that must be met.
  • Student workbook with ready-made worksheets and resources.
  • Monthly Q&A calls to discuss training learnings and answer any questions.

Creating a more collaborative workplace culture doesn’t have to be a big struggle. It only takes a little guidance and support, with the right resources. 

But conflict breeds conflict, so the longer you take to start implementing a new process for resolution, the more work you’ll have to do to make it stick. If you already see clues of potential conflict problems in your workplace, act now to prevent them escalating — and to head off future conflicts before they arise. 

And if things are going well at work right now, then this is an ideal time to develop the skills to maintain and nurture those good relationships, prevent unnecessary conflict, and support a healthy work environment.

Great to meet you! I’m Kirstin Lund, owner of collaborationschool.com, creator of Collaboration In A Box.

P.S. If you are thinking that Collaboration In A Box might be a great training for your entire team to take, you’re right! Let’s talk! I’ll gladly answer all of your questions so that you can make a fully informed decision. Book a time to talk here.