Accounts: 0782557223 Tracking: 0318115749 | 0870574924

handling

TRAINYOUCAN SETA Accredited Training Network 12224

In order to ensure that the overall quality of learning and assessment in South Africa is maintained at a consistently high level, the South African Qualifications Authority (SAQA) requires that all corporate learning departments be accredited by the relevant ETQA. TRAINYOUCAN SETA Accredited Training Network VENUE HIRE DURBAN: We are not in the hospitality industry, but we do make our venue available to the public when not in use. Plenty of parking available, on TAXI route and not far from Durban CBD area, WIFI provided with a 4MB line, 2 white boards, flip-chart (markers provided, not flip chart paper but can be purchased at the venue) and standard tea/coffee included. Halaal bakery/deli within walking distance as well as a Mosque. Situated at the back of Avonmore SPAR with a range of freshly baked products, not to mention their range of hot meals. TRAINYOUCAN SETA Accredited Training Network Those who have achieved this unit standard will be able to moderate assessments in terms of the relevant outcome statements and quality assurance requirements. The candidate-moderator will be able to use the prescribed Quality Assurance procedures in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability. TRAINYOUCAN SETA Accredited Training Network TRAINYOUCAN Accredited Training Network is a Private Higher Education Institution registered with the DHET (Department of Higher Education and Training) and accredited through the ETDP SETA with level 4 BEE status. TRAINYOUCAN SETA Accredited Training Network We provides both NQF accredited courses and customised learning solutions to organisations and individuals, looking to maximise their investment in developing themselves. Leaders in courses such as Train the Trainer also known as Facilitator, Assessor, Moderator and SDF Training Courses or Skills Development Facilitator Training, Project Management and Disciplinary Hearing courses. TRAINYOUCAN SETA Accredited Training Network In order to ensure that the overall quality of learning and assessment in South Africa is maintained at a consistently high level, the South African Qualifications Authority (SAQA) requires that all corporate learning departments be accredited by the relevant ETQA. TRAINYOUCAN SETA Accredited Training Network TRAINYOUCAN SETA Accredited Training Network

handling disagreements with people

Here are her tips on how to approach a disagreement, find a solution and get past it.

1. Identify your conflict style
Knowing how you typically deal with disagreements will help you identify how you might want to approach conflict differently in the future.

“There are five different ways of dealing with conflict: competing, collaborating, compromising, avoiding and accommodating,” says Coltsmann. “The truth is, there are no right or wrong ways. It depends on the situation and an individual’s skills in using one of the conflict modes.”

2. Think about your past disagreements
When you find yourself in a disagreement, do you usually try to talk the problem out with the other party in hopes of finding a solution? Or do you tend to let the other person have his or her way if it will mean avoiding further conflict?

“If you find yourself relying on one mode continuously, it’s important to try to learn about some different approaches,” explains Coltsmann. “Changing behaviour is not the easiest, but you can learn new skills through a process of awareness and practice.”

Listen to what your gut is telling you — your first instinct is usually right. Allow your instinct to be the voice that guides your next steps.

3. Step away from the situation for awhile
In order to respond to a disagreement with a level head, you may need to remove yourself from the conflict so you can consider your options in peace. It’s important to approach the situation as if it is a problem that needs to be solved, rather than something to get angry about.

“The most important step in any disagreement or conflict situation is to create a shared understanding of what’s going on, bringing the views, ideas and opinions of everyone out into the open,” says Coltsmann. “It’s time to gather facts, verify assumptions and seek clarification — and, most importantly, it’s time to suspend judgment.”