Conflict Resolution Training for Managers & Supervisors

November 29, 2025 | Lynn Reed Insights

A good manager doesn’t try to eliminate conflict; they try to keep it from wasting the energies of their people

– Peter Drucker

Workplace conflicts are inevitable, but poorly handled disputes cost time, money, morale and retention. Managers and supervisors are on the front lines and need skills to address conflicts effectively. We will provide insight on training and the development of key skills to surface and resolve conflict in the workplace and highlight our global expertise and in-depth experience in conflict resolution training for managers and supervisors.

Structural changes (merger integration, reorganization, outsourcing, etc.) and human factors (personality type differences, differences in corporate cultures and country of origin, language, etc.) can create uncertainties and ambiguities which lead to conflict. The engagement of team members from different functional areas can add complexity to these situations – complexity that many managers are not prepared to respond to effectively.

Conflict Resolution Training for Managers & Supervisors

Why Conflict Resolution Training Matters for Managers

The role of the manager is simple – getting things done through other people. Clarifying objectives, strategy, roles and responsibilities, communication processes, and building trust are big parts of this role. Acting as role models, surfacing and mediating conflict situations as first responders are critical elements of the role of a manager.

What happens when managers don’t have the skills and experiences to respond effectively to conflict? The answer ranges in severity from minor losses in productivity to escalated disputes, decreased engagement, lack of trust and higher turnover due to a lack of corrective response to dysfunctional behaviors. There are three areas on which to focus our attention:

The Role of Managers in Conflict: Mediators, role models, and first responders.
Consequences of Untrained Management: Escalated disputes, decreased engagement, higher turnover, diminished client loyalty, lost business.
Benefits of Training: Improved team climate, retention, productivity, and leadership credibility.

Common Types of Workplace Conflict Managers Face

Managers regularly face conflicts such as:

Interpersonal disputes
Role ambiguity or overlapping responsibilities
Generational or cultural clashes
Organizational change or restructuring
Miscommunication or unbalanced feedback

Workplace conflicts come from many sources: unclear direction, competing priorities, ambiguity in roles, differences in decision-making styles, fast-paced change, cultural or personality differences, and gaps in interpersonal communication skills.

The way you come in is the way you go out

– colleague in JPMorgan LOD Group

Identifying the type of conflict is the first step toward addressing it effectively.

7 Core Skills Taught in Conflict Resolution Training

Below are the essential steps taught in effective conflict resolution training for managers and supervisors. Presenting these in a clear, step-by-step structure helps learners build confidence and apply each skill in sequence.

Ensure Clarity at the Start

Clarify objectives, roles, responsibilities, and expectations at both the team and individual levels to prevent unnecessary conflict.

Active Listening & Empathy

Managers learn to pause, listen fully, and understand perspectives before reacting—reducing defensiveness and building trust.

Clear & Assertive Communication

Expressing needs calmly and directly without aggression is essential for maintaining respect and professionalism.

Identifying Underlying Issues

Surface the real drivers behind conflict: unmet needs, clashing values, emotional triggers, or misaligned expectations.

Problem-Solving & Collaborative Negotiation

Training helps leaders guide teams toward win-win solutions using structured frameworks and shared decision-making.

De-escalation Techniques

Managers are taught how to stay calm under pressure, pause when situations become heated, and redirect conversations productively.

Follow-Through & Accountability

Ensuring agreements are implemented and conflicts do not recur is essential for long-term trust and team stability.

What Effective Training Programs Include

Effective conflict management training for supervisors must be practical, experiential, and aligned with organizational culture. Lynn Reed Associates (LRA) programs include:

- Needs assessments to understand context, culture, and current conflict dynamics
- Interactive workshops using role-play, case studies, and real-world simulations
- Customized program design tailored to leadership level and company culture
- Virtual or in-person training options
- Tools, models, and frameworks that managers can use immediately
- Reinforcement coaching and refresher sessions
- Success metrics and evaluation processes to ensure lasting impact

What differentiates the LRA approach from others? Experience – lots of it.

The difference between knowledge and wisdom is experience

– Thom Rainer

Our advantage is experience—extensive, global, and deep. We have worked with thousands of managers, teams, and executives at all levels, across multiple countries and industries. Our delivery is fast, interactive, and engaging, with average client ratings of 8.5/10.

LRA leverages leading tools and methodologies such as:

Thomas-Kilmann Conflict Mode Instrument (TKI)
MBTI, DiSC, HBDI Personality Type Indicators
Emotional Intelligence (EQ-i 2.0, individual + 360)
Change Style Indicator (CSI)
Six Thinking Hats (Parallel Thinking)

Lynn Reed is a master trainer in all of these methods. The ability to choose the right tool at the right time is what enables us to deliver exceptional results on a consistent basis.

For example, a senior leadership team in a European institutional wealth management division struggled with unclear priorities resulting in low morale. Cultural assumptions (French, English, German, Italian) initially took the blame. But during an MBTI workshop, the true issue surfaced: an extroverted leader casually brainstormed ideas during meetings, which introverted direct reports misinterpreted as added work. Once clarified, the conflict evaporated. It was never about culture—it was about personality preferences.

Choosing the Right Training Partner

Leaders seeking the right conflict resolution training partner should consider:

Depth of facilitator experience and credibility
Alignment with leadership development goals
Flexibility in delivery methods (virtual or in-person)
Ability to measure ROI and training effectiveness
Cultural fit and adaptability

Lynn Reed has been recognized as an expert in group dynamics by Fortune Magazine, The Wall Street Journal, The Financial Times, and The American Banker. Our client list includes many of the most respected organizations in the world.

If we were not as good as our clients say we are, we wouldn’t have thrived for decades.