Big Waves Learning

I designed this course for leaders for two reasons. First, I feel that working with people in leadership roles (formal positions or more informal roles) has a greater impact when it comes to conflict. As leaders, we have a lot more capacity to impact how conflict happens in a workplace. As a leader, you can make strategic choices that shift how people engage, create new workplace norms around conflict, and improve psychological safety. Second, it is very important for leaders to develop their own capacity to engage in conflict effectively. This includes the ability to communicate clearly, listen to understand what is happening under the surface, be aware of the impact of leadership power in a conflict, intervene in conflict between others on the team, set boundaries that are aligned with the values and wellbeing of the whole organization, and be aware of our own triggers and reactions and how they might escalate conflict. Of course, everyone can benefit from generative conflict skills, but leaders who have these skills can set an example and support the conditions necessary for a healthy conflict culture.

The course material should take approximately 12-14 hours to complete, including videos, reflection questions and exercises. There are also additional readings and practice options that may take longer if you choose to do all of them.

The course material is informed by a combination of my personal and professional experience, trainings I have participated in, and readings and other resources I have integrated. I am a Qualified Mediator with the Alternative Dispute Resolution Institute of Canada and a Somatic Experiencing Practitioner. I have over a decade of experience delivering conflict resolution trainings, coaching people through interpersonal challenges, and mediating conflicts. In addition, I have done substantial professional develop in the areas of conflict transformation, trauma-informed practice and embodiment, psychological health and safety, diversity, equity and inclusion, and change management. There are also many teachers and mentors who I have learned from and with who have informed this work. To learn more, see the About page of this site.

This course is not a replacement for mediation or other conflict intervention. I do not recommend doing it with someone you are currently in conflict with. It is generally better to try to resolve the conflict before doing learning activities together with someone you are in conflict with. If you are doing it on your own to help you understand the conflict or engage in it effectively, that may be helpful. Keep in mind that if you are feeling very emotionally impacted by the conflict, this course may trigger increased distress. You might want to wait until you have had a chance to process some of the difficult emotions, or at least make sure that you have emotional supports in place.

I generally don’t recommend requiring people to do a course like this. This kind of learning is much more effective when we choose to do it willingly. People have many reasons for their behaviour in a conflict. It is probably more effective to approach the situation with curiosity in order to understand what is happening for the employee. If you are not sure how to do that, you could do this course yourself. It is designed for people in leadership roles to help them navigate the challenges of conflict in the workplace. It might give you ideas as to how to approach the conflict effectively with respect and care for everyone involved.

Definitely not. If you are currently experiencing bullying, harassment or discrimination, this is not the time to take this course. The best option in that situation is usually to consult with an HR representative, union representative, or employment lawyer to determine what your rights are and how best to protect yourself. Later once any complaints or immediate risks to your wellbeing have been addressed, this course might be helpful, depending on your situation, to improve relationships and begin to address workplace culture issues that may have facilitated the bullying, harassing or discriminatory behaviour.

That depends, and you are the only one who can know if talking about conflict is too upsetting for you at this time. It is definitely true for many of us that learning about conflict and reflecting on the impact it has had on our lives can be upsetting and even triggering. Some of the material in this course may potentially be challenging. You may find at various points during this course that you are experiencing big emotions or discomfort. I have integrated resources throughout the course material to support you to process discomfort when it comes up, but it may also be a good idea to put some support in place for yourself. This might include making yourself as comfortable as possible, taking lots of breaks, and having someone you can debrief with.

If you think you are likely to need support either to integrate the learning or to process challenging emotions that might come up, it may be a better option to consider the eight-week live group version, where it is possible to ask questions, process the material in the moment, and connect with others going through challenges similar to yours. You can find out more information about the next live session on this site. If that is not an option and you think you will want support as you go through the self-paced version, I offer a limited number of coaching sessions. You are welcome to reach out to enquire about my coaching availability.

Everyone has different learning styles and preferences. While many people prefer a live group training, for some people, the ability to go through material at their own pace, in the comfort of their own home, and on their own schedule is the best option. In addition, the self-paced version enables leadership teams to do the course together with the support of a facilitation guide. Reach out for more information if you might be interested in this option.