Conflict coaching is a confidential, one-to-one process in which the client and coach work together to develop more constructive ways of communicating and managing difficult issues.
Conflict coaching can help clients gain insight into a specific situation, build workplace communication capability, and manage conflict at any stage of the conflict cycle—whether to prevent escalation, respond to an ongoing issue, support participation in a grievance process, or maximise the benefits of mediation or a facilitated conversation.
What is the aim of conflict coaching?
Build deeper insight and reflective capacity in interpersonal relationships
Create clarity about the conflict situation
Challenge unhelpful or negative narratives
Develop understanding of the other person’s perspective
Explore and develop options for resolution
Identify triggers and strengthen self-regulation skills
Refresh or build confidence and capability in conflict management
Establish SMART goals: Specific, Measurable, Attainable, Realistic and Time-bound
When is conflict coaching useful?
When an individual needs support to manage challenging workplace interactions
Before or after a formal HR or grievance process
As an alternative to a formal conflict management or resolution process
When someone is participating in mediation and would benefit from additional skills to manage the
process and future challenges effectively
When an organisation is undergoing significant change or operating under pressure
As a professional development opportunity for managers and leaders
How many sessions are included in conflict coaching?
Most coaching programs include three individual sessions of 60–90 minutes.
Is conflict coaching confidential?
Yes. Coaching discussions remain confidential. Any outcomes summary provided to a referrer includes attendance and agreed next steps only.
What if conflict coaching isn’t the right fit?
If coaching isn’t appropriate, we’ll recommend a more suitable service, such as mediation, a facilitated conversation or counselling.
What is the conflict coaching process?
Conflict coaching generally includes three individual sessions of 60–90 minutes. These sessions are structured to help clients reflect on the issues they are facing, identify clear goals for change, and determine practical next steps.
If, during intake or the first session, it becomes clear that conflict coaching is not the right fit for the situation or the individual, the client may be referred to a more appropriate service, such as EAP counselling or a facilitated conversation.
What is the coach’s role in conflict coaching?
Recognise and support the client’s capacity to manage their situation
Help the client identify goals for change
Assist the client to define practical steps toward those goals
Identify barriers that may affect progress
Work collaboratively with the client toward constructive outcomes
Provide support, focus and accountability throughout the process
What does each conflict coaching session involve?
Session One: The first session focuses on establishing specific, measurable goals and understanding the client’s account of what has occurred.
Session Two: The second session reviews the client’s goals and explores what has changed since the first session. It often focuses on examining other perspectives, clarifying the client’s preferred future, and identifying practical action steps to move toward that outcome.
Session Three: In the final session, the client’s goals and any developments are reviewed against their preferred future and planned action steps.
*Additional sessions may be sought by the Conflict Coach if this will benefit the client.
Get In Touch Today.
To make an appointment or to obtain further information on any of our services during business hours please call or email.
