We all deserve a positive work environment....
... a place where we can enjoy our work for a job well done. When handled constructively, conflict is a normal and useful part of life. If left unresolved people may not feel their workplace is positive. It will lead to low morale and you may even notice that productivity is lost. In extreme cases, people may have health problems associated with conflict. Many organisations have a formal conflict management system in place and encourage staff to use the process if they get into workplace conflict. As with many formal processes staff can be reluctant to engage due to fear of issues such as retaliation, loss of relationships or other consequences.
Q&A: How does coaching happen?
Conversations between coach and client are a one to one process so you can increase confidence to manage you interpersonal conflict or dispute. It is a future oriented and voluntary process that focuses on the client’s conflict management goals. Conflict coaching is not counselling or therapy. The coach will not provide advice or act as your agent or representative. Usually there will be several sessions, the first used to reach agreement about the boundaries of coaching and the client. The coach offers to be available face to face or by phone and can agree to meet with you privately away from the workplace.
Q&A: What situations can I discuss with a coach?
• My supervisor is grumpy with me all the time. I don’t understand why.
• The foreman seems to have favourites and I’m not one of them.
• The person I work with goes too slow and ignores my plea to work harder.
• I think I’m being treated differently than other people because I’m from another country.
• My marriage is falling apart and I’m afraid leaving will affect my children.
• I’m feeling bullied by the others. There is so much gossip where I work.
Q&A: How can a coach help me?
• Strengthen your ability and confidence to take steps to resolve issues.
• Assist with negotiations between people.
• Listen and help you develop options to address issues and assess the consequences of these options.
• Provide information and clarification on company procedures and practices.
• Identify other avenues of help outside the workplace.
• Give the organisation valuable insight into the issues facing staff so they can address systemic problems (via anonymous reporting with consent).
• Professional Conflict Coaching.