Conflict can be crippling, or it can be transformative. Which it will be does not depend on the circumstances; it depends on your reaction to the challenge. Conflict happens; conflict surrounds us; conflict is built into the daily operations of every business in the world. Some use it to rise above the competition, while others find themselves attacked from within. Conflict coaching helps determine which path you will take.
What is Conflict Coaching?
Conflict coaching is progressively more accepted as a requirement for ultimate effectiveness in sports, politics, executive management, and other fields. Leaders who are able to handle conflict effectively and constructively are viewed as being more effective in general and as better candidates for promotion by executives. At the same time, though, we are only human, and often, we are hesitant to confront conflict directly or in a timely manner. Conflict coaching not only provides you with the tools you need to resolve conflict, but also the confidence and voice you need to do it most effectively, quickly, and efficiently.
Conflict coaching helps you clarify your thinking, establish priorities, create a plan for meeting objectives, and develop positive communication techniques and styles. The goal is not to help you “win” a current conflict, but to help you gain the lifelong skills you need to tackle any situation.
The Coaching Process
Conflict coaching is fast-paced, intense, and focused. The short one-on-one process ensures that your needs are met and that your specific communication styles and challenges are addressed. Your coach does not confront challenging colleagues or speak on your behalf to a difficult boss. Instead, they instruct you in ways to handle conflict confidently on your own.
You can receive this training, which most often involves phone sessions, at your convenience and in a way that will not interfere with your work schedule. Conflict isn’t convenient, but coaching is.
Do I Need Conflict Coaching?
Unlike other forms of alternative dispute resolution (ADR), conflict coaching is useful before a conflict has reached a boiling point. It can be used as a preventative or proactive measure when companies are dealing with significant change and before tensions have the chance to reach untenable levels and sometimes after it has already boiled over but no one knows what to do.
In addition, conflict coaching is valuable before or after mediation or even in place of mediation, when only one party is willing to participate in a mediation – which simply does not work. It can also be used to help executives, managers, and other leaders develop more effective communication and conflict resolution skills without there being a specific issue or crisis to address.
Coaching is often a great relief for people who are ready for change, and most people find coaching sessions to be relaxing, reassuring, fun, and frequently energizing. A coach should be skilled in asking powerful, future-focused questions that accelerate and expand your exploration, discovery and definition of challenges, options, and choices for action
To explore how conflict coaching can benefit you and/or your organization, please contact John Curtis.