CONFLICT COACHING
Is an interactive, collaborative, developmental relationship, built on mutual respect and trust between coach and executive, which results in an enhanced ability to deal with conflict. Drawing from a broad knowledge base and a solid repertoire of learning tools, the coach offers guidance and activities that help the client ("trainee") develop at a pace to meet organizational and individual needs. Conversations explore current personal and environmental challenges to find practical, business-focused and relationship-focused "action learning" opportunities.
The practical activity of coaching is based on principles of adult learning: awareness, acceptance, action, and reflection. Using data gathered from the assessment phase of the process, the coach engages the client in discussion and activities designed to:
- enhance self-awareness of the impact their conflict style and behaviour has on others
- assist him/her to accept the need for change
- learn skills, build competencies, change behaviours, and achieve results
- develop the capacity to reflect, inquire, and adjust when performance is mis-aligned with intentions so that the client is self-correcting and self-generating for long-term conflict capacity enhancement.
1. A successful coaching partnership is composed primarily of one-on-one interactions between a professional coach and an executive and is supported, as needed, by others.
2. It is based on agreed-upon ground rules, time frames and specific goals and measures of success.
3. The coaching partnership uses tailored goals and approaches, including:
- skill building
- conflict performance improvement
- development for future roles
- leadership development to meet organizational and individual needs.
4. It follows a process that includes;
- pre-coaching needs assessment, analysis and planning
- data gathering
- goal setting
- coaching
- measuring and reporting results
- transitioning to long-term performance excellence through reflection, self-correction, and self-generation
5. It applies several of the following practices, among others:
- observing while in action
- learning through inquiry and practice
- changing more consciously and in alignment with purpose, values, and commitments
- clarification of roles, assumptions, and priorities
- teaching and applying a variety of conflict management and leadership tools.
6. It focuses on leveraging the client's strengths and building the key competencies needed to achieve organizational and individual objectives.
7. The partnership involves key stakeholders in the coaching process, including:
- client's superior
- Human Resources
- peers
- direct reports
- other key stakeholders
8. The coach creates a safe environment in which the client can feel comfortable taking the risks necessary to learn and develop.
Richard Moore is a trained and experienced conflict coach.