A Resolution Approach to Investigations
“I was angry with my friend; I told my wrath, my wrath did end. I was angry with my foe; I told it not, my wrath… Read more »
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Conflict management coaching is a process in which a specially trained coach provides 1-1 support to enable individuals to improve the way they interact with colleagues and understand how to manage and resolve interpersonal workplace conflicts and disputes. It is a future- oriented process that focuses on each person’s specific conflict management goals.
We have experienced coaches who have specialised in coaching those in conflict over many years. This includes coaches who are certified to use the CINERGY conflict management, Conflict Dynamics Profile and [email protected] models. Together these models help individuals to better understand their conflict behaviours, hot buttons and build resilience; all key skills in today’s ever changing and challenging working environment.
In any situation where individuals are having difficulty managing a conflict situation, dispute or working relationships. Where it is not possible to obtain the agreement of both parties to mediate or mediation is not seen as appropriate, conflict coaching can be an alternative to support for either one or both parties.
Conflict coaching can be used to support individuals to:
Conflict coaching can:
There is a clear link between conflict and resilience. Where resilience is low conflicts maybe more likely to arise and escalate or adversely impact on individuals. It is also more difficult for individuals to fully engage in the efforts necessary to resolve conflict in these situations. Accordingly in some cases it may be necessary to provide support to enable clients to focus on improving resilience as a first step.
We have coaches accredited to use the [email protected] model. This provides a good basis to build an action plan to focus on the areas to build and sustain resilience. Resilience in this context will enable individuals to manage everyday stresses at work while staying healthy, rebound and learn from setbacks and prepare for future challenges in a proactive way. This is particularly important during challenging times of fast pace change.
We also provide training and support services for clients who wish to provide conflict coaching as part of their in-house support. This can include accredited CINERGY conflict coaching programmes.
Conflict coaching can be a powerful addition to mediation and positive conflict resolution options. For further information on the CINERGY model and how conflict coaching can be used see Alison’s blog How it Works in Practice. For more information on the Conflict Dynamics Profile and at the link between conflict and resilience see here.
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To appoint one of our experienced conflict coaches or to discuss how conflict coaching may be used in any particular situation please contact us
Experts in Conflict Coaching
Alison Love
Liz Hine
John Drowley
Dionne Dury
Sarah Embleton
Expert in: Supporting Organisations Conflict Coaching
Denise is a senior HR professional who has worked in a range of roles for over 25 years, mostly in the not-for-profit/charity sector in recent years.
Expert in: Mediation Services Conflict Training Workplace Investigations Supporting Organisations Conflict Coaching
Sarah is an accredited workplace and employment mediator with a background in employment law.
Expert in: Mediation Services Supporting Organisations Conflict Coaching
John started mediating in 1996 and created Mediation at Work in 2000. John is passionate about supporting organisations to become conflict positive.
Expert in: Mediation Services Conflict Training Workplace Investigations Supporting Organisations Conflict Coaching
A background in HR and employment law combined with extensive mediation and complex workplace investigations experience.
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Hayley’s report was very professional, it dealt with all the issues raised and was particularly thorough. She had clearly taken the time to fully understand all of the issues and background. It was complex but the report really helped to break it down and I’m hoping we can progress in a positive manner following the recommendations.
Group HR Manager, Energy Sector |
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It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.