Stress & Conflict
Management

Stress and conflict management training for employees, supervisors and team leaders. Identify sources of pressure, organise priorities and practise conversations that help people discuss differences more calmly.

Planning stress management training for your team

Start with the work situations you want to address, such as overlapping tasks, changing priorities or unclear instructions. Distinguish what individuals can improve from issues that require a supervisor’s decision. This helps your organisation discuss a more specific training focus instead of choosing a programme by its title alone.

Prepare two or three examples without names, customer information or employees’ personal details. Explain what happened, the roles involved and the effect on work. Brief examples are more useful for an initial discussion than a long list of complaints without context or clear priorities.

When should you consider this module?

Consider this module when your team needs a learning setting to examine sources of pressure, priorities and ways to discuss differences. If your main challenge is misunderstood messages or instructions, also compare the C.O.N.N.E.C.T Communication Skills module. Choose according to the work needs you want to discuss, participants’ responsibilities and available time.

What should you discuss before training?

Tell GGC about your target group, participant numbers, departmental functions and preferred language. Explain whether your organisation wants to focus on workload, priorities, conflict conversations or a combination of topics. Duration, format and activities will be agreed together to clarify organiser and participant expectations before the programme.

Individual skills training needs organisational support when issues involve task allocation, resources or support channels. For organisation-level management reading, see the official DOSH guidance below. This is an additional reading resource; attending a GGC module does not mean your organisation has completed a psychosocial risk assessment or received DOSH approval.

Next step for organisers

Use the Training Programmes form to choose the module closest to your team’s needs. Share a brief description of the situation and what you want to improve to give the initial discussion a clear direction. You can compare up to three modules before agreeing the focus with GGC. Avoid entering confidential details in the initial enquiry form.

After the session, organisers can discuss one work action to follow up, who will be responsible and a reasonable review date. Set these according to internal processes. The aim is to connect learning with work discussions instead of assuming change happens automatically after training.

Further reading: DOSH guidance on psychosocial risks at work.

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