"Coaching an employee through conflict involves helping the individual concretely analyze the facts and circumstances surrounding the conflict, examine the relationship and communication dynamics involved, determine the employee's current competence and confidence in addressing the conflict on his or her own, and develop strategies and approaches for managing the conflict when returning to the workplace."
Daniel B. Griffith from the article – Leader's Role in Coaching Employees
In this article, Griffith discusses how leaders can empower employees by coaching them through conflict. But, in my experience, leaders do not usually have the time or the requisite skill to devote to conflict coaching. That's where I come in. For the past 10 years I have been doing conflict coaching, at the request of leaders, as part of my service to organizations. I have found that one-on-one intervention, particularly in the non-profit space, can be an appropriate mechanism for providing support and the opportunity to develop an individual's understanding of conflict and the strategies and skills necessary to deal more effectively with it when it inevitably arises. It should also be noted that in addition to the empowerment of employees through increased conflict competence, conflict coaching helps a team member improve job performance and prepare for professional advancement, and helps the organization retain talent. If you want to know more about this method of addressing conflict, please reach out and schedule a discovery call with me. I will be happy to further outline why conflict coaching is a productive and ethical strategy.
