Conflict Management Coaching
Conflict management and transformation coaching supports early resolution or management of conflict and restoration of working relationships. It is a confidential process that can help you clarify your conflict management goals and develop insight into the dynamics that maintain your conflict. It can be applied to specific disputes, internal conflicts or more general patterns of dealing with conflict.
"Helped me to understand just why this situation pushed my buttons so strongly." - Senior Manager
We can help you to understand the perspective of all parties involved and explore options for managing your conflict. We can also help you to develop the practical skills essential for effectively implementing conflict management strategies.
We work with individuals to:
• Clarify and achieve their conflict management goals.
• Develop insight into the dynamics of their conflict.
• Understand the perspective of all parties.
• Explore options and make informed choices.
• Develop the practical skills to effectively implement conflict strategies.
• Reduce the human and organisational costs of conflict.
Benefits of Conflict Management Coaching For Individuals
Conflict management coaching helps people get off the 'Not-So-Merry Go Round' of conflict.
Dealing with workplace conflict can be a challenging and stressful experience. Individuals usually appreciate the opportunity to examine their conflict with an experienced professional who can help them make informed choices.
The conflict management coaching process supports individuals to:
• Focus on the outcomes they hope to achieve.
• Explore conflict triggers and dynamics.
• Consider the perspective of all parties.
• Achieve new insights.
• Think through their options.
• Decide the best course of action.
• Prepare for challenging conversations.
• Build essential skills for success.
oaching allows individuals to access support and develop strategies for addressing workplace conflict without necessarily getting involved in formal grievances or escalating disputes. It puts you in the driver's seat when it comes to managing your own conflicts.
Managers are on the front line when it comes to workplace conflict. Not only are you expected to manage your own conflicts with skill and precision - you must recognise early warning signs and assist others to manage theirs. Research indicates that as much as 30 - 50% of a manager's time can be spent averting and addressing conflict.
Avoiding or becoming reactive in conflict situations is costly for managers. It inevitably leads to the conflict escalating, formal grievances, worker's compensation claims or diminished productivity and morale. Lack of confidence in dealing with conflict or poorly developed conflict management skills are often to blame.
Conflict management coaching can assist managers to think through emerging and/or escalated conflicts in their workplaces. The coaching process assists managers to gain insight into the unique perspectives of all parties, including their own and the organisation's interests. Undertaking a thorough risk assessment of all options equips managers to anticipate what is likely to play out, and then make wise choices and engage with their employees and peers skilfully.
Conflict management coaching is applicable to conflicts within your immediate team, with your own manager or with colleagues.
For HR and ADR Professionals
This dynamic approach to conflict management integrates the fields of coaching and alternative dispute resolution and supports the individuals involved to develop insight and practical skills for managing their conflict.
Conflict coaching has proven invaluable in:
•Fostering ownership and responsibility for outcomes.
•Preparing for challenging conversations.
•Developing the conflict capabilities of managers and supervisors.
•Early intervention and return to work following conflict-related psychological injury claims.
Conflict management coaching enables individuals to confidentially access support, explore their concerns and develop strategies to reduce the likelihood of conflict escalation. And where employees are reluctant to openly identify conflict, or it may be inadvisable to bring parties together, conflict management coaching enhances the success of traditional ADR methods such as mediation.
Examples of past coaching assignments