Conflict Coaching - OATH (2024)

FAQs

What are coaching questions for conflict? ›

What are you feeling in the current conflict? What is the other person feeling? How do you would want to feel? How does the other person want to feel?

Communication is key to any successful coaching process, especially in conflict resolution. You should use active listening, open-ended questions, paraphrasing, summarizing, and empathizing to understand your client's perspective, needs, and emotions.

Some examples of when conflict coaching may be helpful: Planning for a difficult conversation with a colleague or supervisor. Thinking through a new or ongoing conflict to identify needs and next steps. Identifying personal conflict style and improving responses.

Conflict coaching is similar to working with other coaches, though the focus is on assisting either an individual or a team to work through a specific conflict and/or learning conflict resolution skills to be more effective in handling conflict generally.

According to the Thomas-Kilmann Conflict Mode Instrument (TKI), used by human resource (HR) professionals around the world, there are five major styles of conflict management—collaborating, competing, avoiding, accommodating, and compromising.

What do you hope to achieve in our time together today? What would you like to take away from our conversation? What do you need to accomplish from our discussion?

In conflict management, or any kind of mediation exercise, there are three principle decision models: Capitulation, Compromise, and Collaboration (the 5C version also lists Consensus and Co-existence, but in my experience, both can be achieved through any of the original three options).

Work toward understanding.

While it may be tempting to fight for your point of view or perspective, healthy and effective conflict resolution is not about winning or losing. Instead, focus on pathways towards mutual understanding, or at the very least, mutual respect.

Be specific: Provide specific examples from your past experiences. Vague or generic answers can be less convincing. Detailing a particular instance where you resolved a conflict demonstrates your skills effectively. Focus on positive outcomes: Emphasize the positive outcomes of the conflict.

What are the 5 C's of conflict management with examples? ›

One of the best examples of conflict resolution skills is active listening. It involves fully engaging with the speaker, not only hearing their words but also understanding their underlying emotions and concerns.

Conflict coaching is a process where during a session, a coach can work one-on-one with an individual who is experiencing conflict with another person or people. The coach will endeavour to support the individual to utilise a set of skills or strategies in managing or resolving the dispute.

Individual Conflict Coaching: Focuses on personal conflict styles, self-awareness, and skill development for individuals. Mediation: Takes a collective approach, involving multiple parties in a structured process facilitated by a neutral third party.

7 One of the main differences between conflict coaching and mediation is that in conflict coaching a practitioner works with one individual only, while mediation requires the presence of at least two opposing parties.

10 good Conflict Management Interview Questions: Tell me about a time you disagreed with a coworker's idea on a project you were both working on together. How did you express your opposition, and what happened? What would you do if your manager gave you negative feedback on the way you approached a problem?