A. 45-minute remote manager consultation (up to 5 people)

B. 2-hour in-person training (up to 25 reports, 5 managers)

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. Conflict evolution- find your habits and move past them

3. How to diffuse big emotions

4. Tools to de-escalate others, resolve interpersonal conflict

5. Practice time with situations your team is seeing (1 hour)

A. Anonymous Survey to team members (phone-ready, quick) to determine perceptions on the impact of interpersonal conflict, identify areas of focus

B. 1 hour remote manager consultation (up to 5 people) includes survey results

B. 2-hour in-person training (up to 25 reports, 5 managers)

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. What your team said about conflict in the survey, how our conflict habits re-enforce each others

3. Conflict evolution- find your habits and move past them

4. How to diffuse big emotions

5. Tools to de-escalate others, resolve interpersonal conflict

6. Practice time with situations your team is seeing (1 hour)

Add this 45-minute group facilitation to any in-person package. Teams leave more clear on kindly handling future issues with co-workers. This informal agreement is created as a compliment to existing workplace policies and can include the following:

1. Creating a gossip-free workplace

2. Responding to a co-worker before you lose trust in them

3. How to ask for a conversation

4. When to pull in a supervisor

Even after you are impressed by the changes you see, you still need to operationalize those new skills. Use this remote, free consultation for fine-tuning and (for those that tailored) reviewing your post-intervention employee survey.

We schedule this 30 minute conversation 6-10 weeks post training.

A. 45-minute remote manager consultation (up to 10 people)

B. Two 2-hour in-person trainings (each caps at up to 25 reports, 5 managers)

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. Conflict evolution- find your habits and move past them

3. How to diffuse big emotions

4. Tools to de-escalate others, resolve interpersonal conflict

5. Practice time with situations your team is seeing (1 hour)

A. Anonymous Survey to team members (phone-ready, quick) to determine perceptions on the impact of interpersonal conflict, identify areas of focus

B. 1 hour remote manager consultation (up to 10 people) includes survey results

B. Two 2-hour in-person training (up to 25 reports, 5 managers) To divide your team into two training groups, consider splitting by shift, department, or skill level

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. What your team said about conflict in the survey, how our conflict habits re-enforce each others

3. Conflict evolution- find your habits and move past them

4. How to diffuse big emotions

5. Tools to de-escalate others, resolve interpersonal conflict.

6. Practice time with situations your team is seeing (1 hour)

Add this 45-minute group facilitation to any in-person package. Teams leave more clear on kindly handling future issues with co-workers. For teams over 30, it’s recommended the employer designates a smaller team (8-15 people) to participate in this project.

This informal agreement is created as a compliment to existing workplace policies and can include the following:

1. Creating a gossip-free workplace

2. Responding to a co-worker before you lose trust in them

3. How to ask for a conversation

4. When to pull in a supervisor

Even after you are impressed by the changes you see, you still need to operationalize those new skills. Use this remote, free consultation for fine-tuning and (for those that tailored) reviewing your post-intervention employee survey.

We schedule this 30 minute conversation 6-10 weeks post training.

A. Two 45-minute remote manager consultation (up to 12 people)

B. Three 2-hour in-person training (up to 25 reports, 5 managers)

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. Conflict evolution- find your habits and move past them

3. How to diffuse big emotions

4. Tools to de-escalate others, resolve interpersonal conflict

5. Practice time with situations your team is seeing (1 hour)

A. Anonymous Survey to team members (phone-ready, quick) to determine perceptions on the impact of interpersonal conflict, identify areas of focus

B. Two 1 hour remote manager consultation (up to 12 people) includes survey results

B. Three 2-hour in-person training (up to 30 reports) To divide your team into three training groups, consider splitting by shift, department, or skill level.

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. What your team said about conflict in the survey, how our conflict habits re-enforce each others

3. Conflict evolution- find your habits and move past them

4. How to diffuse big emotions

5. Tools to de-escalate others, resolve interpersonal conflict

6. Practice time with situations your team is seeing (1 hour)

Add this 45-minute group facilitation to any in-person package. Teams leave more clear on kindly handling future issues with co-workers. For teams over 30, it’s recommended the employer designates a smaller team (8-15 people) to participate in this project.

This informal agreement is created as a compliment to existing workplace policies and can include the following:

1. Creating a gossip-free workplace

2. Responding to a co-worker before you lose trust in them

3. How to ask for a conversation

4. When to pull in a supervisor

Even after you are impressed by the changes you see, you still need to operationalize those new skills. Use this remote, free consultation for fine-tuning and (for those that tailored) reviewing your post-intervention employee survey.

We schedule this 30 minute conversation 6-10 weeks post training.

A. Four one-hour remote manager consultations and trainings (up to 10 people)

B. Four 2-hour in-person trainings (each caps at up to 25 reports, 5 managers)

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. Conflict evolution- find your habits and move past them

3. How to diffuse big emotions

4. Tools to de-escalate others, resolve interpersonal conflict

5. Practice time with situations your team is seeing (1 hour)

A. Anonymous Survey to team members (phone-ready, quick) to determine perceptions on the impact of interpersonal conflict, identify areas of focus

B. 1 hour remote manager consultation (up to 10 people) includes survey results

B. Two 2-hour in-person training (up to 25 reports, 5 managers) To divide your team into two training groups, consider splitting by shift, department, or skill level

Includes the following:

1. Why our threat assessor is busted and how to fix it

2. What your team said about conflict in the survey, how our conflict habits re-enforce each others

3. Conflict evolution- find your habits and move past them

4. How to diffuse big emotions

5. Tools to de-escalate others, resolve interpersonal conflict.

6. Practice time with situations your team is seeing (1 hour)

Add this 45-minute group facilitation to any in-person package. Best set up with a smaller group (less than 10) reports representing the larger team.

Teams leave more clear on kindly handling future issues with co-workers. This informal agreement is created as a compliment to existing workplace policies and includes the following:

1. What we do when hearing gossip about team members

2. How we address behaviors of a co-worker

3. How we ask for a conversation

4. When to pull in a supervisor

Even after you are impressed by the changes you see, you still need to operationalize those new skills. Use this remote, free consultation for fine-tuning and (for those that tailored) reviewing your post-intervention employee survey.

We schedule this 30 minute conversation 6-10 weeks post training.

45 to 90-minute live webinar

1. Map out communication protocols for crisis/ threats of harm, including use of law enforcement. Name 3-4 crisis levels
   

2. Set bar for employee response, including # of people responding, safety protocols, and basic tips for commonly occurring situations

3. Completion of Response Plan that is handbook ready

45 to 90-minute live webinar

1. Review history of high impact incidents

2. Consider standards on drawing a line on on-site behaviors

3. Formalize language for handbook, public notice, possible law enforcement

4. Consider team training on handling these behaviors

If you’re seeing a lot of call outs, turn-over, and less employee engagement, burn out could be an issue. The scope of this project is specific to your team. Ask for more information

45 to 90-minute live webinar

1. Map out communication protocols for crisis/ threats of harm, including use of law enforcement. Focus on 3-4 crisis levels
   

2. Set bar for employee response, including # of people responding, safety protocols, and basic tips for commonly occurring situations

3. Completion of Response Plan that is handbook ready

Handbook-ready document providing the following:

1. Difference between harassment and other forms of conflict, what to report

2. Time limits and process to resolve interpersonal slights (i.e. a no-grudge policy)

3. 6 tips on how to ask a co-worker to resolve tension

4. 9 tips to make the employee-on-employee resolution successful

5. Flowchart that provides step by step instructions on de-escalating yourself before fielding a tense conversation or conflict

45 to 90-minute live webinar

1. Review history of high impact incidents

2. Consider standards on when a customer loses invitation to your property

3. Formalize language for handbook, public notice, possible law enforcement

Anonymous tool to assess your team’s perceptions on:

1. Readiness for human-made crisis

2. Co-worker conflict and grievance handling

3. Customer impact of workplace tension