Conflict Redirection
When Someone Wants to Fight, A Better Argument Usually Won’t Help
You may be completely right. You may have the data.
You may be able to explain exactly why their accusation is unfair.
None of that necessarily matters if the other person is no longer interested in understanding your position.
Conflict Redirection is a one-hour workshop that teaches people what to do in those moments.
Know When the Conversation Has Changed
A debate and a fight are different.
In a productive disagreement, both people are still trying to understand and influence each other.
In a fight, people start talking past each other. The goal shifts from resolving the issue to winning, dominating, retaliating, or protecting themselves.
Once that happens, continuing to argue your position can make the situation worse.
The Three Responses That Often Make Fights Worse
When people feel attacked, they commonly do one of three things:
Conflict Redirection
teaches another option.
Move With the Attack Instead of Pushing
Against It
Conflict Redirection is based on a simple principle: pushing back against an attack often gives the other person more to push against.
Instead of arguing against the attack, you respond in a way that changes the direction of the exchange.
That shift can create an opportunity to reset the conversation and move it toward a standoff, exit, or more productive direction.
What Participants Learn
Participants practice ways to:
Acknowledge part of what someone has said without surrendering their position.
Recognize that two people can interpret the same situation differently.
Recognize when it is time to stop trying to persuade the other person.
Sometimes Less Really Is More
The more you explain during a fight, the more material you give the other person to argue with.
Conflict Redirection teaches participants to use short, deliberate responses rather than getting pulled into an endless exchange.
Who Is Conflict
Redirection For?
Conflict Redirection can help when:
Employees regularly deal with angry or confrontational people.
Managers need to stay composed when employees become defensive.
Employees know what they shouldn’t say but don’t know what to say instead.
Give Your Team Another Move
Conflict Redirection gives participants practical language they can begin using immediately.
Format: 1 hour