How would you address a conflict between two senior executives during an executive coaching session?

It's sunny, no, it's cloudy. They can be both true if you look out of two windows facing opposite sides. First and foremost, make sure the executives base their opinions on the same facts and data. Allow them to tell each other their view of the matter in a factual and orderly way. Chances are the disagreement may already be smaller. Acknowledge any common intent.

A unifying characteristic of all people is that we want to be seen, and we want to be heard. As an executive coach, before moving forward with anything else, I work to listen, acknowledge, and validate people's emotions. By asking a lot of clarifying questions, not only do I gain further insight into a situation, but I've found that clients, too, develop deeper understanding of their own underlying feelings and motivations. This is also a great opportunity to explore assumptions and interpretations that may not be rooted in fact.

Facilitate open communication, listen actively, identify root causes, establish common goals, encourage empathy, promote mutual respect, mediate solutions, and ensure follow-up to address and resolve conflict between two senior executives during an executive coaching session.

In addition to setting expectations of the behavior of all parties, it's critical for a coach to also establish her own neutrality. It can also be helpful to remind everyone of any areas of common ground.

Clarify Concerns: Help each party clarify their concerns and interests. Encourage them to articulate what they need or expect from the other person. Encourage Empathy: Foster empathy by encouraging each party to consider the other's point of view. Help them see the situation from different perspectives. Focus on Solutions: Guide the conversation towards finding constructive solutions rather than dwelling on the conflict itself. Brainstorm potential resolutions together.

Maintaining a perspective of respect for the unique skills and experience both individuals bring to the table is essential. Acknowledging their shared goals of collaboration and success can help realign their focus. Fostering an environment of respectful and open dialogue is key to navigating and resolving the conflict. By emphasizing mutual respect and common objectives, we can facilitate forward movement and ensure that conflicts are addressed constructively, leading to stronger, more cohesive leadership for both parties.

Facilitate Communication: Ensure clear and respectful communication between the parties. Clarify misunderstandings and ensure messages are conveyed effectively. Set Ground Rules: Establish ground rules for the discussion to maintain a productive and respectful environment. Encourage active participation and discourage interruptions. Follow-Up: After the initial session, follow up with both parties to gauge progress and ensure that agreed-upon solutions are being implemented effectively.

Stop with the emails, instant messages, and talking through surrogates. If you are in person, be in person and face to face. If you are virtual, find a way to connect in a less "scheduled" or officious manner. Then talk it through. Be honest and authentic, and spend more time listening than you do speaking. More often than not, you will find common ground and solutions you can both agree on.

Addressing a conflict between two senior executives in an executive coaching session requires a balanced and respectful approach. Begin by acknowledging the issue and emphasizing the importance of collaboration for the organization's success. Allow each executive to voice their perspective without interruption, ensuring active listening. Facilitate understanding by summarizing key points and identifying common ground. Encourage them to express their underlying concerns and needs. Guide them towards brainstorming mutually beneficial solutions, focusing on shared goals. Conclude by setting clear action steps and commitments to foster ongoing communication and cooperation. Revisit the issue in follow-up sessions to ensure progress.

I often facilitate Brainwriting or Mind Mapping, which helps participants to see connections between different ideas and creating related sub-ideas. In a next step I ask my clients to evaluate the feasibility and implications of each proposed solution and discuss potential trade-offs and compromises that may be necessary to reach a mutually acceptable agreement. I encourage to prioritize win-win outcomes where both parties feel they have gained something.

In order to ensure that the solutions are effectively put into practice, and leading to tangible results and the resolution of the conflict, I guide my clients through a step-by-step action planning and follow- through process: Here are the steps: 1. Clearly outline the specific steps required to achieve the agreed-upon goals. 2. Assign responsibilities for specific tasks/ actions 3. Set checkpoint/ regular check-ins to monitor progress and address any issues promptly. 4. Define metrics to monitor progress. 5. Document all agreements, action steps, responsibilities, and timelines to ensure everyone is on the same page. 7. Plan follow-up sessions to review the effectiveness of the implementation and make any necessary adjustments.

Follow-up sessions with all parties in the room are critical to maintaining progress. Flexibility is also important. Agreements or arrangements don't always work as anticipated, so it's smart to establish up front the fact that plans will be adjusted as needed as long as all parties agree. When rules are clear, people's anxiety tends to abate.

1. Build Trust - Assure both parties that their discussions will be kept confidential 2. Speak with each executive separately to gain their perspectives 3. Mediate the conversation: "Start with the end in mind"; clarify the desired outcome and obtain agreement from both executives. 4. Give each executive uninterrupted time to express their views, feelings and concerns 5. Use open-ended questions to guide them in exploring solutions that align with the desired common outcomes 6. Agree on specific actionable steps, timelines, and assigned responsibilities 7. Recap the agreed-upon solutions and next steps 8. Provide ongoing coaching to support positive changes and prevent future conflicts

Generally executive coaches aren't mediating conflict, they are guiding each individual person that is dealing with the conflict. A coach does not judge, and there is no right or wrong in a conflict, but a curious approach to guide the client towards their goals, and to highlight any limiting beliefs that are preventing them to get there. Avoid blame, acting like you know the right answer, and ensure that you let the client explore how they feel, vent if needed, but then lead towards a specific goal.

Sometimes, I am the problem. A senior leader will approach me with an issue that involves another senior leader. I become the "fixer," the communication hub. As a leader, it is instinctual to want to solve the problem quickly and move forward. At times, it's necessary to slow the process down. Bring both sides together and let them work it out. Remember, your role is not that of a boss, but a facilitator and coach. This approach empowers both sides and puts them in control of the resolution process.

In some cases, providing direct solutions may not be necessary, and taking a stand could potentially disappoint one party. Instead, bring the two senior executives together, ask the right questions, and allow them to express their opinions and concerns while you remain a silent, neutral facilitator. Conflicts may arise from differences in working styles or personal expectations, stemming from both business and personal issues (as humans can be irrational). By encouraging open communication, senior or more experienced executives can often clarify their issues and find their own resolutions.

Acredito se fundamental criar um ambiente seguro e acolhedor. Incentive cada um a compartilhar suas perspectivas e emo??es sobre a situa??o. Facilitando um diálogo construtivo, ajudando-os a encontrar pontos em comum e definir compromissos mútuos. Utilizando técnicas como a invers?o de papéis para promover empatia e compreens?o mútua. Encorajando-os a visualizar um futuro onde o conflito está resolvido, criando um senso de dire??o compartilhada. Finalmente, defina a??es concretas que cada um pode tomar para implementar as solu??es acordadas, garantindo progresso e comprometimento mútuo.