What do you do if your coaching clients are facing conflicts in the workplace?

As a coach, guide clients to navigate conflict productively. First, encourage them to remain calm and focus on understanding the root cause of the disagreement. Facilitate active listening exercises, helping them see things from the other person's perspective. Promote respectful communication and suggest conflict resolution frameworks. Ultimately, empower them to find solutions that address underlying needs and preserve working relationships

A good idea to develop a list of thought provoking questions to ask about what is the conflict? How long has it been going on? Is it getter better or worse? You get the idea. Dont just pester with questions, but having a list in your mind will help.

A great way to show active listening is to recap and summarize what the person is telling you. Then consider phrasing it a little differently to double check. Show signs of listening, nod your head in affirmative and side to side. Allow mild emotions in facial expressions to show you are engaged.

Der Umgang mit eigenen Emotionen kann da sehr wertvoll sein. Als ich zum ersten Mal auf das Konzept der emotionalen Intelligenz gestossen bin, war es für mich ein riesiges AHA Erlebnis. Ich lernte nicht nur meine eigenen Emotionen in der tiefe zu verstehen, sondern ich habe heute auch ein besseres Verständnis, wenn das Gegenüber emotional reagiert.

Lack of communication is one of the main reasons conflicts arise - people talking, but not understanding each other. As a coach, you can help your colleagues refine their communication abilities by focusing on the following skills: 1. Active listening - listen to understand, not ti speak 2. Ask why - when a colleague has a different idea or point of view, ask why before dismissing it. See if they’ve thought of something you haven’t. Even if it doesn’t end up working, asking why not only helps you understand them better, but also helps you be more inclusive 3. Understand personality differences - understand that all people have different preferences when communicating and learn how to best connect with different types of people

Consider offering 3 solutions for them to choose from may be better that offering one solution and allows them to pick vs telling them what to do.

Adapting leadership styles to effectively manage conflict is critical. In my practice, I emphasize the importance of situational leadership—modifying one’s approach based on the specific context and the individuals involved. For instance, directive leadership may be necessary when quick decisions are needed, whereas a more participative style could be better suited for resolving ongoing team issues. By being flexible and responsive to the dynamics of each situation, leaders can foster a more inclusive and productive environment. Ultimately, it's about understanding the nuances of each scenario and applying the right tools from your leadership toolkit.

Conflict isn’t always bad - it’s actually healthy to have different opinions, as long as everyone feels heard, valued and respected. Where conflict turns bad is when it breeds resentment and discord. If you can encourage your clients to think of conflict not as an attack but rather an opportunity to learn and for the team to grow, it will lead to better relationships and more success.

I’d use questions such as the below: "What can you do to show the other person you are interested in their needs?" "What can you do to give the other person what they want in a way that is ok for you?" "What might you be doing that contributes to the conflict? In what way may you be using insensitive words, or come across as critical or sarcastic?" "What is the first thing you could do to have more constructively? What else could you do that would be helpful?" Listen to the other person. What are opportunities when you could say, "I see what you mean," "I can see how it came across that way," or similar. Help the person downsize the conflict to make it more manageable: "Would you tell me what is your specific concern?"