“I believe in putting people at ease and helping them be their best selves”
Executive Coaching is professional coaching with a focus on developing your leadership skills — the skills needed to drive change, manage complexity, lead people through conflict, build high performing teams, and maintain a strong personal foundation to thrive under pressure and sometimes scrutiny.
Our coaching goal involves to helping leaders identify their blind spots, boost their confidence to lead through the 5 realities faced by leaders today, and to strengthen their executive presence.
Because executives, their boards and teams are seeking immediate outcomes, our Socratic process involves the use of assessments and also a little bit of training, consultation and directive and non-directive coaching to expedite the growth process.
It may also involve a partnership with the immediate supervisor, and the engagement of the executive’s direct reports and other key. This results in a reinforced circle of support for the leader to strengthen communication, build relationships, and resolve potential derailing behaviors.
“A struggle or clash between opposing forces; battle. A state of opposition between ideas, interests.”
Conflict Coaching refers to a set of skills and strategies used to support someone’s ability to engage in, manage, or productively resolve conflict. The internal coach uses conflict resolution skills and strategies to work one-on-one with the employee experiencing conflict with another person. When you, the Conflict Coach, are positioned as a neutral third party, the persons involved are better able to consider options for managing the conflict and design an approach to work through the dilemma.
Your development of conflict coaching skills extends beyond the office and into other situations where conflict occurs, including family, community, business and personal conflicts. Adding conflict coaching to your skillset positions you perfectly for a variety of career opportunities never open to you previously and enhances your value to your current employer.
Conflict Coaching and Mediation are each a type of alternative dispute resolution. While conflict coaching is a process in which the coach is working individually with each client to focus on a goal that includes unraveling a conflict and developing improved communication, conflict behaviors and skills to achieve agreed-upon goals, mediation is a forum where the individuals engaged in conflict share their concerns, perspectives and interests with one another.
The coach (or mediator) serves as a neutral and impartial third party who helps the individuals or teams discuss difficult issues and work toward mutually agreeable solutions to the situation.
In addition, our approach involves both individual and joint conversations about how to remove situational roadblocks to resolve the conflict and to achieve the expected outcomes.
- Individuals who are not comfortable with a mediation or group process.
- Individuals who engage in recurring conflict situations.
- Individuals who feel stuck or report unresolved feelings about an individual or a conflict situation.
- Individual who wants to improve communication with a direct report, supervisor, or colleague.
Business leaders are dealing with conflict every day. According to the report “Workplace Conflict and How Businesses Can Harness It to Thrive,” the following statistics demonstrate how widespread conflict is in the workplace:
- 85 percent of employees deal with conflict on some level
- 29 percent of employees deal with it almost constantly
- 34 percent of conflict occurs among front-line employees
- 12 percent of employees say they frequently witness conflict among the senior team
- 34 percent of conflict is caused by stress in the workplace
- 33 percent of conflict is caused by heavy workloads
- 27 percent of employees have witnessed conflicts lead to personal attacks
- 25 percent of employees have seen conflict result in sickness or absence
- 9 percent have seen workplace conflict cause a project to fail
Conflict stress results in low morale, high turnover, increased incidents and accidents, and strategic drift away from targeted individual and organizational goals.
With Conflict Coaching, you could significantly reduce the negative impact of conflict in your organization, increase your brand value and boost interpersonal relationships all at the SAME TIME.
The price of conflict can be high. Here’s how to begin measuring those costs.
- Direct Costs: Salaries of all involved, often to include a consultant and sometimes attorney fees
- Productivity Costs: Value of productivity or the time of those involved in the conflict scenario
- Continuity Costs: Loss/advantage of ongoing relationships including the “community” they embody
- Psychological Costs: The emotional experience of focusing on and being involved in conflict
Helping people resolve conflict requires more than a simple sit down with the involved person or parties and telling them to “just do better.” Any approach to conflict resolution should result in the individuals being able to move forward and to strategize what they’ll do if they ever come to the place of conflict with one another or the situation again.
We don’t just throw on a cape and come to your rescue with a coaching solution because coaching alone might not be the right solution to the situation. We’ll set up a time to speak with you about what is going on to see if conflict coaching is the right approach and provide you with a customized recommendation for moving forward.
Coaching is present – future focused. Individuals entering a coaching relationship with us must be able to leverage their prior or even current experiences to move forward. During our initial conversation, we’ll assess their coachability and provide you with a recommendation for next steps. This alone should offer you a clear understanding of our approach so you can compare notes to the approach others might offer.
WARNING: if you’re looking for a quick fix, we’re probably not right for you. If the supervisor of those impacted doesn’t want to become a part of the process, again, we’re probably not right for you. Organizations interested in a sustainable approach have leaders who want to join the accountability process. When leaders fail to hold others accountable, why should those involved take the conflict coaching process (and your investment seriously)?
Most approaches require a 3-6 month investment of time because most situations have related challenges that don’t always surface during the initial phase of the coaching experience. However, the outcomes are long-lasting.
Partnership and accountability are critical in this process. If we don’t have those from the beginning, you’ll not see sustained outcomes in the end. From there, we’ll establish a process of continual feedback and self-accountability improvement measures to ensure your leaders are actually working on themselves with the coach.
We will also work together to debrief the situation for broader key learning opportunities. And we’ll provide you recommendations for strategic impact across the organization.
We’ll offer tips and insights based on your personality conflict profile and help you coach yourself once our engagement has ended. You’ll be well prepared to work through any future conflict and help others do the same.