Conflict coaching can support peoples’ confidence and competence in engaging in, managing, and productively resolving conflict. In this process, the conflict coach works on a one-to-one basis dealing with a conflict situation. It enables the individual to talk about the conflict with a neutral third party, consider options for managing the conflict and develop an approach to discuss the conflict with the other person.
There are occasions where it can be helpful to commission an external and independent individual to undertake an investigation process in order to clarify and document a serious challenge facing an organisation, team or individual. Fact finding investigations can help to identify destructive patterns within the organisation system. This can be particularly important when an individual is accused of a breach of trust, malfeasance or sexual misconduct.
Building the confidence and competence of managers is key to improving outcomes for the organisation. Training for individual leaders and/or members of a team in a broad range of management skills and strategies can be tailored to meet specific needs. This can include: building a team, change and project management, prioritising what really matters, reflective practice, engaging with conflict, discipline and grievance and making the most of your resources.
There are occasions where it may be helpful to engage an external individual to facilitate a meeting or series of meetings, with or without preliminary data-gathering. Perhaps the subject matter is particularly sensitive, or someone who is not involved could allow discussion and engagement to happen more freely.
If you would like to discuss how I can help you in any of these areas as an external and independent consultant, please get in touch.