This is a talk with some interactions.

Opening - A quick introduction about myself, and the expectations from the session - 5 minutes

First part - Colorful Conflict - What is conflict? 20 minutes (5 min intro + 5 min group discussion + 10 min debrief)

I am going to ask the audience to pick a color that represents conflict for them. This is using the color cards I put on the table. Then, I ask them to have a round table conversation on why they chose that color and what it represents them. I then ask them to use an online tool to capture what conflict represents for them. At the debrief, I am pointing out that although we think conflict is what we define it, it has a different meaning for different people. We are even in conflict defining conflict. An important message to keep in mind when dealing with conflict.

Second Part - Conflict Handling Method - What is yours? 30 minutes (5 minutes exercise + 10 minutes debrief + 15 minutes education on different conflict-handling modes)

I am going to ask the audience to act a scene. In groups of two, one is going to be the boss and one is going to be the employee. The employee is asking for a vacation, and the boss is resisting it. After three minutes, I do a debrief on stances each person took, and how they were responding to the conflict. Then, I am going to show them the Thomas-Kliman model. We are going to discover 5 different conflict-handling modes, their advantages, and disadvantages. Also, the audience will find out their default conflict handling mode.

Third part - Put all these in perspective - How to use default handling mode? 20 minutes (2x10 minutes round)

Scene 1

I am going to ask the audience to act a scene. This time, I am going to ask to get into groups of three. One person would be the observer. The other two would be playing the scene. The role of the observer is to observe and identify each individual's conflict-handling mode. These are the points the observer is trying to achieve:

1- The observer at the end of the scene, will share what he/she observed and each person's conflict handling mode. This will raise awareness around each one's conflict-handling mode. َA quick debrief on the outcome of their handling mode is due.

2- The group is going to discuss what questions they would suggest for the next round if someone is going to play the role of the negotiator, depending on the first round.

Scene 2

I am going to present them with the second scene. The second scene is for the observer to observe and try to facilitate the conversion from a neutral perspective. It is also for the other two people in conflict to practice using different conflict-handling mode if they wish. I also introduce them to a technique called pause and rewind. This is a technique used for coaching. To pause the conversation, and then go back and change the path the conversation is taking. The goal of this session is:

1- To facilitate a conflict as a neutral observer, having input on how a conflict might break between the two people. Also, the observer had input from them on what could work for them, and what is most important. He/She has the knowledge of the default handling-mode of the two coming to this conversation.

Closing Points - 10 minutes

I am going to close debriefing the whole talk, summarizing with what we talked about. I am going to give the audience the handout on conflict-handling mode.

[There are 5 minutes left out in the schedule. I usually give myself 5 minutes buffer for any challenges that we might stumble upon. If everything goes smoothly, I am going to use this as QA]