Conflict coaching is a set of coaching strategies and skills to help clients manage conflict and resolve conflict. Having the coach act as a neutral third party gives the client someone to use as a sounding board to explain, consider, and contemplate solutions to the conflict.
When to Use Conflict Coaching
The obvious answer is, of course, whenever a client is experiencing conflict. But, using a coaching conflict cab in various situations and circumstances. You can use it to resolve disputes in the workplace, either between employees or between employee and employer, in family and love relationship situations, and in all aspects of life that gives rise to some form of conflict.
Every Type of Coach Can be a Conflict Coach
It doesn’t matter if you are a life coach, executive coach, relationship coach, health coach, or any other kind of coach. You will probably have to work with conflict management and resolution with some client at some time. The more you know about working with conflict, the more you will find the right outcomes for more of your clients.
Conflict Causes Stress
Some people thrive off conflict – a day without fighting is like a day without sunshine to them. However, most people don’t like confrontation – it causes them stress. Stress is one of the most common mitigating factors for people trying to reach their goals and dreams. Conflict coaching helps people reduce stress; the less stress in life, the more likely people will create a workable action plan and reach their goals.
How to Coach the Conflict
There are a few steps involved with conflict coaching that can help identify the real source of the conflict, manage that conflict, and eventually resolve it. Here are a few of the most important steps:
Interviewing: Most coaches employ interviewing techniques in the practices, as it is one of the most common coaching tools. It is especially important when trying to discern the source of any conflict.
Identify goals. Once again, this tool is used in virtually every coaching session and is of critical importance to figuring out a solution to any conflict. When resolving a dispute, the client must have identifiable and measurable goals.
Explore options that are similar to brainstorming, where you explore and describe various options for resolving conflict. The more options you specify, even ones that may seem absurd, the better. Once you create a list of options, you work with the client to narrow it down to choices that seem workable and fair to both parties.
Create an action plan from the best options list and help the client implement it, which requires support, motivation, guidance, and inspiration.
Assess and measure. Every plan needs to be assessed and measured, and this one is no different. Conflict coaching is just like any other type of coaching – assessments matter! Did it work? Did it move the needle slightly? Did it make things worse? Once you make an assessment, you can move on to the next possible steps – unless it worked, then you have successfully resolved a conflict and found the right outcome for your client!