D Jamieson Consulting

 

Conflict Coaching
Conflict coaching provides one-on-one, confidential, personal and/or professional development under the guidance of a trained conflict coach. The coach’s role is to support and assist the coaching client to deal with a specific conflict and/or improve their conflict handling skills.

When is it useful?

There are many situations to which conflict coaching can be applied, such as:

  • To improve skills in managing and resolving interpersonal disagreements
  • To relieve the anxiety of a past conflict where the coaching client is having difficulty “letting go” of the conflict
  • To enable leaders to effectively manage conflict within their teams
  • To prepare for a difficult conversation
  • To prepare for participation in mediation
  • To apply and practice conflict resolution techniques learned in training

What happens in Conflict Coaching?

Debbie is trained in the application of a structured coaching model (the CYNERGY® coaching model). As the coach Debbie guides the coaching client through the following steps:

  • Identifying personal goals in regards to managing conflict
  • Developing insights into the causes and dynamics of the conflict, including understanding their own conflict “triggers” and those of others
  • Examining past reactions to conflict and the impact on self and others
  • Exploring options and strategies
  • Changing behaviours to produce better outcomes

 

What are the benefits?

For coaching clients the benefits include:

  • Reduced stress
  • Increased communication skills
  • Improved relationships
  • The achievement of personal goals.

For the organisation:

  • It can be used as a “low-key”, early intervention to prevent tensions escalating
  • In the initial stages, people are more likely to participate in a confidential, one-on-one process than in joint meetings which may seem confronting
  • When used as a preparation for mediation, it improves the chances of a successful mediation and sometimes negates the need for mediation
  • It addresses underlying conflict “triggers”, leading to more lasting change
  • It can help to avoid time-consuming formal proceedings and the negative impact of these


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