Leave your phone number and we will contact you!
Call me
+1(212)814-3210
Conflicts don't have to become roadblocks. They can be a pathway froward
_Conflict resolution training_
Using Emotional Intelligence to turn hard conversations into opportunities to improve relationships and co-create solutions
Using Emotional Intelligence to turn hard conversations into opportunities to improve relationships and co-create solutions
In the fast-paced realms of tech industry, like AI and cybersecurity, teams often face complex challenges and cultural gaps that can lead to conflicts, especially during mergers and acquisitions (M&A):
Complex Team Dynamics: Integrating diverse and remote teams during M&A can lead to misunderstandings and conflicts due to differing cultures, generations and working styles.
High-Pressure Environments: The rapid evolution in technology demands quick decision-making and coordination, often leading to stress-induced conflicts.
Complex Team Dynamics: Integrating diverse and remote teams during M&A can lead to misunderstandings and conflicts due to differing cultures, generations and working styles.
High-Pressure Environments: The rapid evolution in technology demands quick decision-making and coordination, often leading to stress-induced conflicts.
Innovation at Stake: Persistent conflicts can stifle creativity and impede the development of cutting-edge solutions.
Hiding in plain sight: Unresolved conflicts can hide in the form of passive resistance and sabotage of strategic initiatives, hindering growth, adaptability, innovation, causing project delays, and disruptions in team cohesion.
Retention Problems: Employees who are engaged in regular conflicts and feel unheard are 87% more likely to leave. Replacing them costs 1.5 - 2X their annual salary.
Hiding in plain sight: Unresolved conflicts can hide in the form of passive resistance and sabotage of strategic initiatives, hindering growth, adaptability, innovation, causing project delays, and disruptions in team cohesion.
Retention Problems: Employees who are engaged in regular conflicts and feel unheard are 87% more likely to leave. Replacing them costs 1.5 - 2X their annual salary.
_Introverts often feel like this:_
"I hate confrontation; it always makes things worse."
"I don't know how to bring up sensitive topics without upsetting the other person."
"I feel like I freeze when conflict arises—I just can't think clearly in the moment."
"No matter what I say, it seems like they're not really listening."
"I avoid conflict at all costs because I don't want to damage relationships."
"I'm worried I'll say something I'll regret later."
"Every time I try to resolve it, we just end up going in circles."
"I feel overwhelmed by emotions and can't stay calm."
"They always twist my words, so it's impossible to resolve anything."
"It feels like I'm the only one compromising! It's exhausting and doesn't work."
- On average US employees spend 2.8 hours per week dealing with conflicts. And 3 hours per week in unproductive meetings. During restructuring these numbers easily double. That's about $70 - $90K/year of paid time lost per executive. (Harvard, Doodle, CPP)
- Employees who are engaged in regular conflicts and feel unheard are 87% more likely to leave. Replacing an executive costs 2X their annual salary. So a couple of disgruntled CXO's leaving can easily cost over $1M on top of project delays and other issues. (Gallup)
Most people are afraid of conflicts. There are good reasons for it: first of all, it is naturally stressful to experience confrontation, because our bodies react to it. Second, we all have had bad experiences where confrontations result in damaged relationships and associated consequences. We are social creatures and losing relationship capital is costly in both personal and business context, so all too often we opt for unwanted compromise.
People who are not afraid of conflict usually gain enormous advantage, because they get what they want without compromising.
People who are not afraid of conflict usually gain enormous advantage, because they get what they want without compromising.
The problem is that such people are usually not careful about preserving the relationships, sacrificing them for the needs of the moment. And they also subject themselves to excessive stress by constantly battling with the world around them.
What if you don't have to chose between fighting and yielding? What if you could lead the way out of conflict with both confidence and empathy? Without fear or unwanted compromises. Emotional Intelligence skills give us the power to do that and more.
_What is Emotional Intelligence and why it matters?_
In basic terms, Emotional Intelligence (EI or EQ) is our ability to recognize our own emotions and those of other people. To "read the room" as they call it. It also concerns the ability to regulate our inner state and exert certain influence on others. These abilities allow you to maintain calm confidence and collaborate with others much easier. And NO — you don't have to be born with it. Emotional Intelligence is a set of skills which can be trained!
The problem is that there are practically no resources which help with that. Sure, you can read a book or take an online course, but books and courses teach you about EQ, and have little to no impact on building actual skills. The whole point is that EQ is operated by a different part of your brain than IQ. So logical knowledge alone won't get you anywhere. People need guided practice to make meaningful improvements.
_6 Emotional Intelligence skills your team can master_
Clever books may tell you otherwise. But they don't need a psych PhD, right? Let's focus on what works in practice, not theory.
1. Self-support
ability to recognize and regulate our inner state and maintain unwavering confidence even when facing conflict
2. Setting intent
ability to redirect ourselves from egoistic struggle for dominance towards helping others
3. Observation
ability to read people’s attitudes and intents between the lines, so we understand how to approach them
4. Interpretation
ability to make meaningful assumptions about what we are seeing and hearing, and not jump to conclusions
5. Choice of action
ability to generate appropriate and effective options of responding to a situation instead of reacting
6. Execution
ability to perform the action exactly as intended to achieve the desired impact
_Why work with me?_
My name is Peter Antony. I've been coaching business professionals on personal empowerment through EQ since 2015. In 2019 I became a mediator in commercial real estate and put together over $130 million worth of acquisitions with no prior experience in the industry. I worked in a very tough environment and it took every ounce of my training to overcome the challenges and perform under pressure. Now I can share the best practices with those who want to enjoy work as a satisfying part of their life, whatever the circumstances.
My approach is simple and purely practical. Unlike many others, I do not focus on intellectual concepts, which end up just cluttering people's minds and make little impact on results. My approach is based on working through clients' real situations, not canned "case studies" or silly games. And we are training relevant skills in the process to achieve an instant and permanent boost in performance. My specialty format is group coaching, where the whole team is learning no matter whose case we take up for practice.
_What's in the bag?_
Experience a training 100% tailored to participants' personalities and their particular situations. No time wasted on generic babble or insulting their intelligence with obvious ideas.
And the first session is free!
Real case work
We focus on practical application to participants' specific situations, so it's relevant and engaging
Real-time proof of concept
No need to believe me. Teams apply the tools I provide and see immediate impact for themselves
Personal strategy
We design effective strategies to systematically solve and prevent conflicts
_How does the method work?_
During workshops we take one of the participant's real-life scenario and pick it apart based on the six skills explained above through certain exercises and role-plays. I help them identify the roots of their typical conflicts and then we immediately find tailored solutions by applying various EQ tools and building up the relevant skills.
(Here is a dedicated Method page for the deep-divers).
(Here is a dedicated Method page for the deep-divers).
Shifting perspectives and performing alternative actions in the same exercise or role-play allows participants to practice new behaviors and immediately see the impact on how they feel and the results they get. This is the most efficient way to learn, because once they have this experience (not just the insight) — they can immediately apply it in real situations and get satisfying results.
_What improvements can you expect?_
In just a few sessions you and your team can achieve meaningful progress in these areas:
- Increased productivityReduced friction allows teams to focus on delivering results and supporting each other in the process
- Reduced stress & burnoutThey will enjoy their work more, exhibit higher flexibility and morale, lowering absenteeism and boosting retention
- Enhanced team collaborationTeams will work more cohesively, leveraging diverse strengths without resorting to pressure
- Less compromiseThey will develop superior persuasion skills to communicate what matters and co-create innovative solutions
- Higher confidence and emotional resilienceThey will acquire genuine confidence and build a strong mental foundation, on which they can securely rely in stressful situations
- Enhanced emotional intelligenceThey will learn to pick up on subtle cues in other people's behavior, understand their emotions and what they want
_When is it critical to tech teams success?_
- Facing Integration ChallengesEspecially during reorganization or M&A, where blending different cultures and processes can lead to conflicts
- High-Pressure Project EnvironmentsTeams working on critical cross-functional tech projects with tight deadlines
- Creating Inclusive and Collaborative CulturesCompanies aiming to foster open communication and teamwork through both values and skill training
_What does it take to get started?_
- Get in touch with meFill out the form below and I will get in touch with you to learn more about your situation and the needs of your team.1
- Co-create a custom solutionI have a versatile toolbox of things we could use to get the results you want. We will explore the options to find what fits your needs and budget.2
- Off we go!We get together on Zoom and dive right into practice, picking apart your real cases and learning powerful conflict resolution tools in the process. In team training the whole group is engaged and everybody is learning no matter whose case we work on.3
_What are the options for team training?_
These workshops can be easily customized for specific businesses needs. Groups can be between 2 and 20 people. It’s OK to mix junior and senior roles.
- Most relevant practiceWe can ask participants to come forward with the cases they want to use for training, or the Client may suggest certain scenarios to work through.
- Involvement in group dynamicsClient can decide who participates in the case work and in what order and also can provide feedback to the participants.
- Team-building effectThe way these sessions are conducted creates a strong unity effect for the participants. If they work in the same company and interact with one another, it generates additional benefits for the Client company.
- Feedback on team membersEven though I do not provide written reports on the participants, Client can discuss their progress with me and get helpful insights.
- TransparencyClient company representatives can participate as observers or can have access to the recordings (if agreed on that option) to stay current on the case work and participants’ progress.
- ConfidentialityIt is usually not necessary to dive into the technical details of a particular case, because we focus more on the psychological aspects. However, whatever is discussed is treated as confidential information by default.
_Let's connect_
_Get a free session_
No better way to know if the value is truly there