Conflict Coaching for Co-Leaders & Teams
Coaching and mediation that focuses on the conversations leaders need to have with collaborators in order to resolve existing conflict and productively work with conflict.
Resolve unhealthy conflict
If differences are preventing progress or adversely affecting a working relationship, an intervention may be needed.
I blend dyad mediation sessions with individual intake and coaching to help the parties share underlying interests, frame the right problem to address, and co-design a solution. Enable Productive Conflict
Enable productive conflict
To proactively strengthen relationships instead of tolerating the status quo and the accumulation of “conflict-debt”, a new kind of conversation may be needed. I blend team sessions with individual coaching to support the development of new communication skills and processes.
For co-leaders and small leadership teams who wish to explore the most impactful opportunities for change, engagements can begin with either the individual Leadership Circle Profile™ and debriefing the group report, or the Collective Leadership Profile™ to assess the gap between the current and desired leadership cultures.
Three Conflict Myths
Myth 1: The other people are the problem. In truth, all parties contribute. Conflict occurs when something important to us feels threatened, disrespected, or ignored. As a result, individuals may react to the same situation differently because their response is informed by what they are each trying to protect.
Myth 2: Conflict is bad for culture. Yes, sadly, there are leaders who will respond disproportionately when something goes awry. But many other leaders are profoundly conflict-avoidant because conventional wisdom holds that conflict erodes trust and is detrimental to a happy workplace. In fact, the opposite is true; conflict actually strengthens relationships when we choose to engage with it thoughtfully.
Myth 3: Conflict is not productive. The truth is that the conflict itself is the source of the solution. This is especially true for teams that are trying to bring a new innovation to life, or for anyone trying to change the status quo. The wisdom to do this resides within everyone involved - the key is to reduce the friction between the humans in order to explore the tension that surrounds the issues.
