A Non-Profit Organization Learns to Handle Conflict More Effectively

Redwood Shores, CA – LSA Global, the business consulting and training firm that helps fast growth life science, technology, and service companies by powerfully aligning their culture and talent with strategy, today announced results for a customized communication skills program focused on how to handle conflict more effectively at a fast-paced non-profit organization.

• 94% Job Relevance
• 96% Satisfaction
• 130% Knowledge Gain
• 92% Net Promoter Score

The customized training program about handle conflict more effectively focused on helping participants learn how to deal with conflict in a more positive way. Based upon project postmortem data, they were introduced to various conflict management models and practiced how to apply them in real-world scenarios. They learned to rise above personality differences, focus on the facts, and find common ground in negotiating toward a satisfactory resolution for both sides.

Key topic areas included how to:

1. Separate People from the Problem
   This principle is about attacking the problem, not the person. Emotional regulation is crucial. If either party feels attacked or disrespected, productive dialogue shuts down. Stay curious rather than accusatory.
2. Listen to Understand, Not to Win
   Listening is often treated as a passive act when, in fact, it’s a key to building high performing teams. Research published in Harvard Business Review shows that high-performing teams listen actively and empathetically during conflict, which leads to better collaboration and decision-making.
3. Find Shared Goals
   Most conflicts escalate because people get stuck in their own perspective. Reframing the conversation around shared outcomes — such as the success of a project, the health of a team, or the satisfaction of a client — can dissolve power struggles and open the door to compromise.
4. Agree on Clear Agreements
   Vague expectations breed conflict. Specific, mutual agreements prevent it. This means getting clear on who will do what by when and ensuring both parties are aligned. According to a meta-analysis in the Journal of Applied Psychology, clear role expectations and accountability structures reduce interpersonal friction and improve team cohesion.
5. Know When to Escalate—or Let Go
   Not all conflicts are equal. Some need a third party to mediate; others need to be let go. Effective professionals know when to involve HR, a manager, or a neutral facilitator—and when to simply move on. What matters is ensuring the conflict doesn’t linger and erode trust or productivity.

About LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned.