Corporate Conflict Resolution Training for Managers and HR Teams
Conflict resolution training for your managers and HR team
Bring the Conflict Management Institute to your organization. Your people practice the conversations they avoid, on scenarios built from your workplace, with a trainer who mediates for a living.
Request a proposal
Tell us what’s going on. James replies within one business day with a short call time and a draft outline.
Three situations we are usually called for
The HR team is refereeing everything
Managers escalate every disagreement. HR wants managers handling the first conversation themselves, and wants its own staff trained to mediate the ones that still land on their desk.
A reorg, merger, or leadership change left a mess
Two teams that now report together don’t trust each other. Nobody has said it out loud. Productivity is paying for it.
A government agency needs documented, credit-bearing training
Federal, state, and local HR teams who need conflict resolution training that fits procurement rules and counts toward SHRM and HRCI recertification.
From first call to follow-up
A 20-minute scoping call
You tell us what’s happening and who needs to be in the room. We tell you plainly whether training is the right fix.
A written proposal in five business days
Format, dates, group size, and the full price. No surprises after signature.
Scenarios built from your workplace
Before training day, we interview a few of your people and write practice scenarios that sound like your organization, not a textbook.
Delivery, credits, and a 30-day check-in
Participants leave with scripts, a plan, and their SHRM and HRCI documentation. We check in a month later to see what held.
Which format fits your team?
Every program is scoped to your group, but the shapes below cover most requests. Multi-day programs are priced per cohort, not per seat, so a full cohort costs the same whether eight or twelve people attend. For reference, a three-day on-site program is about what twelve individual HRCMR seats cost, delivered privately and built around your organization.
| Format | Time commitment | Best for | Group size | Investment |
|---|---|---|---|---|
| Half-day workshop | One 4-hour session, virtual or on-site | A single skill for a larger group: de-escalation, feedback, or difficult conversations. The most common first program. | Up to 30 | From $3,500 |
| Private HRCMR cohort | Three days, live virtual (20 hours) | HR teams that want the full HR Conflict Manager certification together, with 20 SHRM PDCs and 20 HRCI credits each | 8–12 | $997 per seat, minimum 8, or $9,500 flat for up to 12 |
| Live virtual series | Four to six half-day sessions over 3–6 weeks | Dispersed teams, or organizations that can’t pull people out for full days | 8–12 | From $8,500 |
| Blended | Virtual foundations, then one or two on-site practice days | Organizations that want depth with less time away from work | 8–12 | From $10,500 plus travel |
| On-site intensive | 2–3 consecutive days at your location | Teams that need to rebuild working relationships, not just learn techniques | 8–12 | From $12,500 plus travel |
| Keynote or conference session | 60–90 minutes | Leadership offsites, HR conferences, and SHRM chapter meetings | Any | $2,500 |
Need something else? Say so on the request form. Most programs end up custom anyway, and every proposal comes with a fixed price.
What your people practice
Four tracks, the same four that run through CMI’s HR Conflict Manager certification. We weight them for your group after the scoping call. Every track is practiced in Representative Practice Scenarios written from your workplace, not presented from a slide.
Conflict management
What they practice: reading the signals that show up weeks before a formal complaint, and the first conversation a manager has before anything reaches HR.
What they leave with: a way to spot a conflict early and a script for opening it without starting a fight.
Conflict resolution
What they practice: de-escalation under pressure, interests over positions, and a step-by-step process for sitting between two employees.
What they leave with: a mediation sequence they can run from memory and an agreement format that holds.
Leading conflict-resilient teams
What they practice: team working agreements, a feedback cadence that keeps disagreements small, and moving managers from refereeing to building teams that disagree well.
What they leave with: a set of team norms drafted during the program and a plan for the first month back.
Change management
What they practice: naming what a reorganization, merger, or leadership change broke, and rebuilding working relationships on purpose instead of waiting for them to settle.
What they leave with: a conversation plan for the teams the change affected most.
You get the founder, not a contractor
Faith Knight designs and delivers every CMI corporate program herself. She mediates workplace, civil, and family disputes as a working mediator and holds credentials in three states, so the scenarios your team practices come from cases, not slides.
“Most of what I’m called in for isn’t people fighting. It’s people who have stopped talking while a manager hopes it settles on its own. It never does.”
- Credentialed Distinguished Mediator, Texas Mediator Credentialing Association
- Oklahoma Supreme Court Certified Civil and Family Mediator
- Florida Supreme Court Certified Circuit Civil Mediator
- CMI programs are accredited by SHRM and HRCI
From the people who have trained with CMI
rated the live practice scenarios “highly effective” or “transformative” for applying the framework to their own work.
rated the content a 4 or 5 out of 5 for relevance to their day-to-day work.
average overall satisfaction score across all post-program evaluations.
Net Promoter Score
“How likely are you to recommend CMI to a colleague?” Scores above +70 are generally considered world class.
From post-program evaluations completed by HR Conflict Manager and Workplace Mediation Specialist participants in 2026.
“Faith led a structured and calm environment for maximum learning. I really enjoyed her energy and expertise. The Script is a wonderful tool that I will use moving forward.”
“I used to freeze whenever I was confronted with a conflict situation at work, and now I know that this is a normal reaction that can be handled by taking a minute to calm my nerves. There is no one-size-fits-all approach; you have to evaluate every situation and employee and then decide which measure you want to take.”
“Effective conflict resolution requires slowing down long enough to understand the interests beneath positions, separating facts from assumptions, and focusing on the underlying issue rather than the emotions surrounding it. Selecting the appropriate framework is often as important as the conversation itself.”
“Now much more clear around the distinction between mediation, investigation, and discipline. And a thousand times better understanding of how to prepare for, structure, and facilitate a mediation.”
“I attended a CHRO dinner and shared about the course and the relevance of the topic in our everyday work. Each of the attendees were so interested they asked for the information.”
“I have already recommended this training to my Plant Manager.”
“A must take class! My level of handling the subject matter went from pedestrian to expert by taking CMI’s classes.”
“Faith’s knowledge and experience gave me confidence in what I was learning. The materials are well laid out and helpful.”
“I loved everything. It was very welcoming and positive.”
Built for HR teams and managers in:
We understand procurement
CMI delivers conflict resolution training and certification programs for federal, state, and local agencies. If your purchasing office has requirements, we have most likely met them before.
- Purchase orders accepted
- W-9 and vendor registration documentation on request
- Registered in SAM.gov; UEI available on request for federal purchases
- Sole-source justification letter available on request for purchases under your bid threshold
- SHRM and HRCI credits for every HR participant
To start a procurement inquiry, contact James Hubbs at james@conflictmanagementinstitute.org or 918-779-0010.
“My whole experience has been great. James was amazingly helpful with signing up and all the questions I had. Then class was wonderful, informative and transformative.”
Before you request a proposal
How much does corporate conflict resolution training cost?
Half-day workshops start at $3,500. A private HRCMR cohort is $997 per seat with a minimum of eight, or $9,500 flat for up to twelve. Multi-day programs are priced per cohort: live virtual from $8,500, blended from $10,500, and on-site from $12,500, plus travel where we come to you. You receive a fixed quote in the proposal within five business days, so the number does not move after you sign. Formal quotes on your agency’s own forms take a few days longer.
How far in advance do we need to book?
Six weeks for virtual programs and eight weeks for on-site, which gives us time to interview your people, write your scenarios, and clear your purchasing process. Shorter timelines are sometimes possible; ask.
Do participants earn SHRM or HRCI credits?
Yes. HR participants receive SHRM PDCs and HRCI recertification credits for the program hours. Documentation is emailed after the final session.
Can you train managers who are not in HR?
Yes, and it is often the better investment. Most workplace conflict is handled or mishandled by a first-line manager long before HR hears about it. Manager cohorts focus on the first conversation and de-escalation; HR cohorts add mediation.
What size group works best?
Skills programs run best at 8 to 12 so everyone practices with feedback. Half-day workshops on a single skill can run up to 30. Larger organizations usually run several cohorts.
Do you travel outside Oklahoma?
Yes. On-site programs are delivered anywhere in the United States; travel is itemized in the proposal. Virtual programs have no geographic limit.
What happens after the training?
Participants keep the scripts and workbook. We check in with your sponsor 30 days later, and most organizations schedule a follow-up session or an advanced cohort within the year.
Tell us what’s going on. We’ll tell you whether training will fix it.
One form, one call, one written proposal. No sequence, no pressure.