Handouts and Posters

76 handouts for workshops are available throughout our 12 Skills Trainers Manual

They are collected together in one Handout Masters file.

Also available on this website is an A4 version of our Fighting Fair Poster.

Our emails, now called Conflict Resolution Thought, are very popular with our email subscribers. We usually include an A4 or A5 poster for your noticeboard. You may want to include these “Thoughts” in your emails, post, newsletters or journals. Teachers and trainers are using them also as classroom handouts.  By clicking onto the links below you can download all past posters right now. 

We’d greatly appreciate volunteers to translate these posters into other languages.

If you’d like to subscribe to these emails, join up in lower right box on our Home page. Scroll down for summaries of recent emails. If you would like to see or print out the accompanying posters, click on the heading or the image.


Checklist and overview of the skills

Fighting Fair Guide Unresolved conflict is hugely stressful!   (There’s already quite enough stress around with the financial crisis we are all facing.)  Perhaps this new version of our Fighting Fair Guide can help.  Work through its questions with a problem in mind and it’s bound to make a difference. The process may inspire you to study the skills in more depth or remind you of a valuable tool that might have slipped off your list of useful strategies.

This Guide is a great way to introduce conflict resolution skills to others. They’re all there in a nutshell. Perhaps you might print out a few copies for your top drawer or waiting area at work. Get one up on a noticeboard or the fridge door.

Click image for a high quality A4 version (.pdf file)

Click CR Kit for more information on the skills implied in this poster. 


Our thanks to Tine Dührr, digital content manager at Finduddannelse.dk 
for permission to use this poster. 

She has also written this extract from Conflicts at your workplace. 

Have you ever wondered how a conflict between you and someone you know started? Maybe you can’t even remember. Conflicts starts from the littlest things, but in the workplace, there are often a few trigger-points. Often we see that conflicts at work start because of hardcore deadlines and a heavy workload. Being under pressure, and not having the resources to work faster can be a stress factor that makes tasks more complicated.

And everyone knows what happens when we feel stress. We might snap faster than usual. Or we are overwhelmed by something or someone. Having stressed employees can evolve into conflicts much faster than usual.

How can you spot a conflict as it begins to arise in the team? First of all, you should be looking at the behavior: perhaps one of your co-workers starts acting differently; or doesn’t want to cooperate with others; or appears more introverted than usual. If you’ve observed this, you should consider if there is conflict building up.

You can also look at the social gatherings. Is anyone trying to build alliances, talking behind other co-workers backs? Also notice the energy level of people. Are they tired? Without energy? Have less motivation? Or more frequently absent from work? All are indicators you should be aware of.

Click here to read Tine Dührr’s article in full. 


Financial crisis or heaven-sent opportunity?

Unemployment: everyone’s business

Our present economic situation is rightly described as crisis. If we allow it to be accompanied by widespread unemployment we will have global tragedy. If we act wisely, compassionately, preventatively and immediately this need not be.

This is not just an economic imperative, it is a human rights issue.  Article 23 of the UN Universal Declaration of Human Rights reminds us:

“Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment.”

Now government action must be immediate, because every incidence of unemployment creates more unemployment. This may mean deficit budgeting. Adjusting government expenditure to the circumstances is a proven and effective tool. Deficit and break-even budgets say our government is serious about employing people directly and about funding private enterprise programs that provide jobs.

This is the time to build infrastructure in our community. Programs to counter climate change, and to provide sustainable energy, food and water supplies can rise to the top of our planning agenda.

Government at all levels needs to lead the way in creating jobs, but private enterprise, trade unions, the welfare sectors and individuals can all be involved. 

Do you have an idea or know of a worthy and productive project that could be considered? If so please share it – not only with friends and associates but also with newspaper editors, with the elected members of your area, with you trade union or professional association representatives and others

As we are all affected, we all have the right to participate in meeting the challenges ahead. With our critical need to create jobs and stimulate investment, now is the perfect opportunity for community spending on a just and caring society and a sustainable future. 

Click Unemployment during economic crisis to read more.

Click here for a Portuguese translation of this poster.
Our thanks to the Instituto de Disenvolvimento Educacional (IDE). 



Why do so many negotiations go wrong or never even really get started? While power undoubtedly influences a negotiation, fear and anger often stop us exploring the real possibilities. One good question can offer a doorway out of an impasse. Use questions to steer the negotiation. They can lead it forward and redirect it towards the positive. You can use them on yourself and on your negotiation partner. 

Build a vision: 
•Where do we go from here?Negotiation poster
•How would this look if it were all OK?

Address obstacles:
•What would it take to make it possible or easier? 
•How can we put it right?
•What would our plan have to address to make it acceptable?

Make the contract clear:
•Is there anything else we need to address to make this work?
Our thought this month on building a culture of nonviolence

War does not determine who’s right.

It can only determine who’s left.
In the end, whoever is left will have to negotiate.


Developing your options                         

  Developing options

Are you ready to drop the ‘same old’ solution and think innovatively – especially if it didn’t work that well before? New options offer new opportunities. You can see them as a resource, not a threat. If you’ve taken the time to map the conflict, your new options can reflect the needs and fears involved. So brainstorm together. Even a wacky idea might suggest an ingenious twist to more serious alternatives.Then you must compare options: what’s fairer, kinder, cheaper, safer or more convenient? You need such yardsticks to decide what’s best for everyone.  The method is the same, whatever the scale of conflict – a family excursion, a broken agreement or our national security. 

You’ll certainly cost the alternatives when planning a family holiday. When there’s the possibility of a war or military intervention, it’s vital that our government fully costs it also. The public needs to be made aware of all our options including nonviolent alternatives. 


Mapping needs and fears                          

   Map needs and fears

We’re still thinking deeply about what it takes to build a culture of non-violence. Here are our thoughts on it this month. When people’s needs and concerns go unheard for long periods, they may believe that violence is their only option. When people resort to violence they are not taking into account the needs of others in the conflict. The more complex, deep-rooted, lengthy or violent the conflict the more essential a mapping process is, if it is ever to move out of its impasse. 

Mapping is equally valuable for our everyday conflicts. It’s best when you do it with the other person or group. No, it’s not simple, but the process does work! It can turn opponents into problem-solving partners. 



Nonviolence pledge

At Conflict Resolution Network, we are making this our special focus for 2008. In essence, it’s about being non-violent in thought, word and deed at all levels of relating – personal, community, and between nations. It means treating all people with fairness, justice and fundamental respect. It’s a big ask and the most challenging journey. We’re starting it with a pledge. (See accompanying poster)

Perhaps you’ll rewrite it to fit your personal situation. Do let us know if you come up with a good one! Remember, it’s not about suppressing our needs or never allowing our anger to surface. Its about striving relentlessly to have everyone’s needs met and using our anger as our fire for positive change. 

As we actively tread the path, let’s pay homage to the countless thousands who have travelled it before us. We are all aiming for a world where violence is an aberration and non-violence is the norm. That will include correcting structural violence and subtle abuse wherever we find it. We each can be a non-violent activist in our own life!

Conflict Resolution Network emphasises the teaching and implementation of conflict resolution skills, the basic skills of non-violence – whether in schools, workplaces or between nations.  We promote research and discussion and the shaping of public policy. Our website offers comprehensive training material which is easy-access, tried-and-tested and completely cost-free. Have another visit if you haven’t been there recently. We have a new look!

We’d love to hear from you with any comments or suggestions.


Handling a difficult person        

Difficult people

Are you sometimes dealing with a ‘difficult’ person who doesn’t seem to be on your wavelength at all? Challenge yourself! Show your appreciation of them whenever you can. Build some real connection – perhaps through a shared interest. Find what you can praise that they do well. Become a source for them 
of positive emotions. Nourish their core needs for appreciation, connection and sense of purpose and you’ll build their co-operation. 

Read more on this in our Conflict Resolution text, Everyone Can Win (p.136-7). 

This topic resonates with our 2008 campaign at the Conflict Resolution Network: Towards a Culture of Non-Violence. In essence, it’s about being non-violent in thought, word and deed at all levels of relating – personal, community, and between nations. It means treating all people – even those we don’t happen to like very much – with fairness, justice and fundamental respect.  




Conflict Resolution Network’s Thought for the Month is about the power of forgiveness. You might want to take a moment to consider if there is something you are holding against another person. Are you willing to forgive them for that? 

You may still be too angry or upset to really wipe the slate clean, but perhaps you can take a first step – to notice that at least you are willing to become willing to forgive. You may decide to discuss the problem with that person or choose not to. 

Either way, the moment you make any inroads into releasing yourself from anger or resentment, something will shift. You almost always find yourself happier and somehow lighter. While there’s no guarantee, it may even free the other person to change too. Our book, Everyone Can Win, suggests that “Forgiving is a shift in attitude that arises from yourself, an inner shift that comes from the heart.” (p.145)


Communication killers              

Communication Killers

To resolve conflict, keep communication flowing if at all possible. There’s lots of good tips in the book, Everyone Can Win. 

A very useful one says: “Examine your own communication style when you notice you have been cut off or blocked out.” (p. 45) 

You might enjoy this Conflict Resolution Thought for the Month poster. We invite you to download and/or print the .pdf file for your notice board and to share it with others. Any comments or ideas you have are welcome. 



You may like to start collecting Conflict Resolution Thought for the Month posters. 

We invite you to download and/or print the below file for your notice board and to share it with others. 


Listening                                                        Listening


AND not BUT                                                  AND not BUT


Conflict as opportunity                                  Opportunity