| Code | Date | Format | Currency | Team of 10 Per Person* |
Team of 7 Per Person* |
Early Bird Fee Per Person |
Normal Fee Per Person |
|---|---|---|---|---|---|---|---|
| PE2171 | 16 - 18 Nov 2026 | Kuala Lumpur, Malaysia | SGD | 2,579 | 2,699 | 2,799 | 2,999 |
| PE2171 | 16 - 18 Nov 2026 | Kuala Lumpur, Malaysia | USD | 2,063 | 2,159 | 2,199 | 2,399 |
*Fee per person in a team of 7 or 10 participating from the same organisation, registering 6 weeks before the course dateRequest for a quote if you have different team sizes, content customisation, alternative dates or course timing requirements Request for in-person classroom training or online (VILT) training format
Learn in teams and save more! Enjoy group discounts of up to 50% off normal fees for team based learning. Contact us on [email protected] to learn more today!
Code
PE2171Date
16 - 18 Nov 2026Format
Kuala Lumpur, MalaysiaCurrency
SGDTeam of 10
Per Person*
2,579
Team of 7
Per Person*
2,699
Early Bird Fee
Per Person
2,799
Normal Fee
Per Person
2,999
Code
PE2171Date
16 - 18 Nov 2026Format
Kuala Lumpur, MalaysiaCurrency
USDTeam of 10
Per Person*
2,063
Team of 7
Per Person*
2,159
Early Bird Fee
Per Person
2,199
Normal Fee
Per Person
2,399
*Fee per person in a team of 7 or 10 participating from the same organisation, registering 6 weeks before the course dateRequest for a quote if you have different team sizes, content customisation, alternative dates or course timing requirements Request for in-person classroom training or online (VILT) training format
About this Training Course
Conflicts in the workplace are inevitable, arising from differences in goals, perceptions, and values. Left unresolved, they can damage relationships, reduce productivity, and erode trust. However, when managed constructively, conflict can strengthen teams, spark innovation, and deepen mutual respect.
This 3-day interactive and practical course empowers managers, supervisors, and technical professionals with the essential knowledge and tools to build resilience, manage conflict, and foster positive collaboration in the workplace. It provides a structured approach to understanding the roots of conflict, navigating difficult conversations, and fostering collaboration through empathy, communication, and self-awareness. This course helps participants reframe conflict as an opportunity for growth rather than a disruption, equipping them with strategies to transform tension into teamwork.
A key feature of this programme is the use of the Thomas-Kilmann Conflict Mode Instrument (TKI), a globally recognised diagnostic tool that helps participants identify their preferred conflict-handling styles.
By the end of the programme, participants will have the confidence and capability to address conflict proactively, mediate disputes fairly, and promote a culture of openness, trust, and accountability within their teams.
The Thomas-Kilmann Conflict Mode Instrument (TKI)
For more than 30 years, the Thomas-Kilmann Conflict Mode Instrument has been the leading framework for analysing conflict-handling behaviour. Widely used by HR and OD professionals globally, it enables individuals and teams to understand their instinctive approaches to conflict and expand their behavioural range.
The TKI model emphasises that no single conflict-handling style is inherently good or bad, each has value depending on the situation. By becoming aware of their own tendencies and developing flexibility across all five modes: Competing, Avoiding, Compromising, Collaborating, and Accommodating. Participants can manage conflict with greater insight, empathy, and balance.
Upon completion of this course, participants will be able to:
- Identify the root causes and dynamics of workplace conflict.
- Recognise their personal conflict-handling style through the TKI framework.
- Adapt their approach to achieve constructive outcomes in different situations.
- Communicate with clarity, empathy, and composure during challenging conversations.
- Apply structured mediation techniques to guide disputing parties toward resolution.
- Build trust, strengthen relationships, and promote open, solution-focused dialogue.
- Cultivate personal resilience and sustain a positive, collaborative team environment.
This course is ideal for:
Organisations:
Oil & gas, power utilities, and related energy sector organisations that aim to strengthen communication, collaboration, and conflict management capabilities among technical and project teams. It is particularly valuable for companies seeking to enhance leadership effectiveness and teamwork in high-stakes, performance-driven environments.
Roles/Functions:
Engineers, project managers, technical supervisors, shift leaders, superintendents, maintenance and operations leaders, team leaders, and other professionals responsible for coordinating cross-functional work, managing teams, or engaging with clients and stakeholders.
Also suitable for:
Technical professionals preparing for supervisory or leadership roles, and experienced engineers seeking to improve their ability to manage interpersonal challenges, resolve conflicts constructively, and handle difficult behaviours within technical or project settings.
- Basic
This interactive course blends discussions, case analyses, role plays, and self-assessment activities to connect concepts with real technical workplace challenges. Using the Thomas-Kilmann Conflict Mode Instrument (TKI), participants gain insight into their conflict-handling styles and apply practical techniques to manage conflict and challenging workplace situations confidently in engineering and technical settings.
Your expert course instructor has been coaching leaders, managers, and supervisors in ExxonMobil & BP and other large organisations for more than 30 years. He has held various positions in Engineering, Logistics, Supply, Distribution, Safety and HR. In his previous capacity as Training Manager, he managed the company’s training system equivalent to People Developer, i.e. from Training Needs Analysis, Training & Development Programme Design, to actual training delivery. He designed and facilitated in many Organisational Effectiveness Intervention programmes including senior leadership team sessions. He also set up and successfully ran several cohorts of Team Leaders School as Dean. He is a management coach and an active member of the Organisational Development & Intervention fraternity.
He possesses a Master degree in Training and Performance Management. He also holds a Professional Certificate in Designing and Facilitating Experiential Learning from STADA. He has been delivering training for the last 30 years and held positions like Training Manager and Safety Management System Manager in his career. Whilst he was in the HR Department at ExxonMobil, he was also involved in employee coaching and terminations. He was also the steward of the Performance Improvement Process for identified poor performers in ExxonMobil Chemical.
Later, in a senior public sector role, he developed a Coaching Framework and raised 28 internal executive coaches and put 160+ public officers at the Director level through coaching, saving the organisation $1.3 million in coaching fees and accelerated the success of newly promoted Directors in the public service.
Your expert course instructor also mentored 16 senior leaders in a chemical company in Brunei and guided their leadership performance through the company’s intense turnaround activities. He was most recently a Vice-President for Human Resources in a large organisation in Singapore, and Director of its Academy.
Unlock the potential of your workforce with customized in-house training programs designed specifically for the energy sector. Our tailored, in-house courses not only enhance employee skills and engagement but also offer significant cost savings by eliminating travel expenses. Invest in your team’s success and achieve specific outcomes aligned with your organization’s goals through our expert training solutions. Request for further information regarding our on-site or in-house training opportunities.
In our ongoing commitment to sustainability and environmental responsibility, we will no longer providing hard copy training materials. Instead, all training content and resources will be delivered in digital format. Inspired by the oil and energy industry’s best practices, we are leveraging on digital technologies to reduce waste, lower our carbon emissions, ensuring our training content is always up-to-date and accessible. Click here to learn more.
To further optimise your learning experience from our courses, we also offer individualized “One to One” coaching support for 2 hours post training. We can help improve your competence in your chosen area of interest, based on your learning needs and available hours. This is a great opportunity to improve your capability and confidence in a particular area of expertise. It will be delivered over a secure video conference call by one of our senior trainers. They will work with you to create a tailor-made coaching program that will help you achieve your goals faster.
Request for further information post training support and fees applicable
Conflict management in engineering teams is the process of resolving disagreements that arise from differing goals, technical opinions, or resource limitations. In project-driven environments, conflicts can affect productivity and safety if not addressed early. Effective conflict management relies on clear communication, empathy, and structured problem-solving to align technical decisions and maintain collaboration. When handled well, conflict strengthens relationships and promotes innovation within engineering and project teams.
Resilience enables engineers to adapt and stay effective under pressure. In industries like energy, oil and gas, and utilities, challenges such as tight deadlines, equipment failures, or operational crises are common. Resilient professionals manage stress constructively, recover quickly from setbacks, and maintain focus on performance and safety. Building resilience also fosters emotional stability, confidence, and a growth mindset—key traits for long-term success in technical and project environments.
Workplace conflicts in engineering and technical teams often arise from unclear communication, mismatched expectations, or competing priorities. Other triggers include limited resources, scheduling pressures, and differences in technical judgment or cultural perspectives. Recognizing the underlying cause—whether task-based or interpersonal—is essential to apply the right conflict resolution approach. Early intervention helps maintain trust, prevent escalation, and ensure project continuity.
The Thomas-Kilmann Conflict Mode Instrument (TKI) identifies five ways individuals manage conflict: competing, avoiding, accommodating, compromising, and collaborating. Each mode has value depending on context. Competing is useful for quick decisions, while collaborating fosters long-term consensus. Understanding these styles helps engineers adapt their behavior, balance assertiveness and cooperation, and manage complex team dynamics effectively across technical and project environments.
Emotional intelligence (EI) enhances conflict resolution by helping engineers recognize emotions—their own and others’—and respond thoughtfully rather than reactively. High EI supports empathy, patience, and clarity during tense discussions. In technical settings where logic often dominates, emotional awareness ensures communication stays respectful and solutions-focused. Leaders with strong EI foster psychological safety and create environments where disagreements are handled calmly and constructively.
Engineers can strengthen their conflict management skills through active listening, self-awareness, and structured communication. Practicing mediation techniques, seeking feedback, and learning to regulate emotional responses are effective methods. Training programs that include tools like the TKI or real-world case simulations help engineers approach disagreements objectively, turning potential friction into opportunities for collaboration and performance improvement.
Mediation provides a neutral framework for resolving disputes in engineering projects. It helps clarify technical misunderstandings, balance stakeholder interests, and maintain working relationships. In high-stakes scenarios such as plant shutdowns or design reviews, mediation ensures decisions are made collaboratively and efficiently. Skilled mediators—often project leaders or technical supervisors—help teams focus on shared objectives instead of personal differences, reducing downtime and conflict recurrence.
Engineering leaders build resilience and collaboration by modeling transparency, promoting open dialogue, and rewarding constructive feedback. Encouraging team reflection after conflicts strengthens trust and adaptability. Leaders who prioritize psychological safety empower engineers to speak up, learn from mistakes, and engage in healthy debate. This proactive approach creates a culture where conflict drives progress rather than division, sustaining performance in complex technical environments.
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