RUNTIME: 2 hours and 45 minutes.

Conflict is increasingly shaping workplace discourse, often outpacing traditional policies and frameworks. Existing policies often fail to provide adequate guidance for psychologically safe dialogue, conflict resolution, and repair. Leaders and staff need new tools to navigate challenging conversations, prioritising safety, accountability, and confidence. We need new approaches that integrate anti-racism and anti oppressive practices and frameworks to navigate these complex terrains.

Objectives

Build capacity for safe, effective, and transformational conversations post-conflict.
Engage with frameworks that foster shared responsibility and accountability.
Strengthen confidence to repair and transform relationships intentionally and skillfully.

The Challenge

Employees expect workplaces to reflect their core beliefs, leading to complex conflicts.
Current resolution models often prioritise consensus or win/lose outcomes, limiting transformation.
Conversations about race, equity, and values are frequently met with defensiveness or withdrawal.

The Approach

Psychosocial Safety: Moving beyond competency to interrogate systems and structures of inequity.
Transformative Practice: Deep listening, empathy building, and repair strategies grounded in real-life case studies.
Intersectional Lens: Recognising diverse identities and redistributing power for inclusive participation.
Repair as Transformation: Teaching structured processes to restore trust, reconcile relationships, and foster organisational maturity.

Outcomes

Practical tools for dialogue and repair.
Enhanced organisational capacity for challenging conversations.
Stronger workplace culture of equity, accountability, and inclusion.
Improved retention of diverse talent through mature conflict resolution practices.

Contact the host of Transformational Conversations & Repair Post-Conflict