Conflict Coaching

It can be critical for business leaders to manage conflict effectively in order to establish a healthy and sustainable working environment. As well as having negative aspects, conflict also embodies many positive aspects; such as creativity, passion and energy.

Learning how to manage conflict is a great skill for managers to possess. However, few leaders have the skills – or even know where to start – to manage conflict positively and constructively in their organisations.

We can provide ‘Conflict Coaching’ to managers who want to foster constructive conflict cultures in their workplace.

Conflict Coaching

Conflict management coaching is a one-on-one process in which an experienced coach supports and helps an individual to deal increase competence and confidence to deal with specific conflict situations and to become competent in managing disputes.


Conflict management coaching is voluntary and confidential, enabling people to gain insight in examining their own contribution to conflict and the choices available to them. It can help people navigate change and negotiate family and other relationship dynamics.

Conflict coaching is a goal oriented and future focused process that concentrates on assisting an individual reach their specific conflict management objectives. It is particularly useful as an early intervention strategy, in situations where parties may not be ready or able to bring the conflict into the open, or where there are habitual patterns of destructive conflict. Conflict management coaching can be used to prepare people to engage more effectively in negotiation, mediation, relational conflict and change. It can also assist in minimising the risk of psychological workplace injury.

Focus includes helping an individual

  • Understand and reflect on their approach to conflict
  • Help shift destructive reactions to more constructive responses
  • Communicate effectively in conflict situations
  • Develop skills to manage disputes more collaboratively

Whether or not clients’ conflicts are workplace related, or in another context – including within the family – their goals in coaching fall under several general themes:

  • to explore what, if anything, to do about a dispute that has already occurred
  • to consider the most appropriate strategies and options and approaches in managing a conflict that is currently in progress
  • to prepare for a one-on-one interaction, for example, a performance review, disciplinary conversation or other situation that is expected to be challenging
  • to consider how to approach a situation that could escalate into an unnecessary argument
  • to prepare for presenting a topic to a group that is likely to engender adverse reactions
  • to talk out thoughts and feelings about a fractious situation
  • to examine the choices and solutions that may be feasible for resolving issues that are in dispute
  • to prepare for mediation or another resolution process such as negotiation, arbitration, restorative justice, collaborative law or group facilitation