After 25 years of working in the field of conflict management, I have seen how much time, energy and costs have been needlessly spent on long, drawn-out formal procedures. That is why I have decided to move my focus to coaching.
Coaching is a way of supporting, empowering and enabling managers to be more skilled and confident in the way that they manage and lead teams and individuals. I will be using this blog to share thoughts, articles and useful links about coaching and what it has to offer.
I was not surprised to read that research by the Chartered Institute of Personnel and Development (CIPD) has found that one in four employees do not think their line manager helps build team relationships or manages conflict well. And, at all levels of management, having difficult conversations and managing conflict are seen as the top two leadership challenges.
So, how can coaching help managers deal with conflict or have those difficult conversations?
Conflict is often seen as negative, when in fact it is neutral – the extent to which it is good or bad depends on how well it is managed. By adopting a more positive attitude towards conflict, we can learn how to respond to it more effectively. And, coaching provides the time and space for individuals to explore the way they think and respond to conflict situations, and develop strategies for managing them in a timely and constructive way.
Next month, I am running a workshop at the East of England Coaching Conference exploring how coaching can be used effectively in conflict situations.
Why not take a look to see what’s on offer and, maybe, book a place?
If you are unable to attend the conference and would like to find out more about coaching and how it might benefit you, give me a call or drop me an email to arrange an informal chat.
1/Getting under the skin of workplace conflict: Tracing the experiences of employees CIPD Survey Report. April 2015.
2/Real-life leaders: closing the knowledge gap. CIPD Research Report. September 2013.