How would you assist a client in navigating conflicts with colleagues while maintaining a growth mindset?

In my coaching practice, I once worked with a client struggling with conflicts among colleagues. To assist them, I emphasized the importance of a growth mindset. We focused on reframing conflicts as opportunities for learning and collaboration. Through active listening exercises and open dialogue, my client learned to approach disagreements with curiosity rather than defensiveness. This shift not only eased tensions but also fostered stronger relationships. By embracing a growth mindset, my client turned conflicts into constructive conversations, leading to a more cohesive team environment. It was a powerful reminder of how mindset can transform workplace dynamics.

Conflict is natural and not something to fear from, the very first thing a business coach would help the client understand in the mindset one needs to address conflict. Once the client has the right mindset, and understands conflict is not only natural but it is often a good sign, and accepts it without taking it personally or emotionally, it is time to assess the situation. A coach would not let you dive into the situation without being in the right frame of mind to handle one. Now access the situation at hand, get the full perspective, along with parties involved get others who vitness or gets impacted with he conflict to weigh in. Also check the history of the people involved. Get clarity on the desired situation as well.

To assess a situation, start by clearly understanding what the conflict is about. For example, if you and a colleague disagree on a project approach, identify the key points of disagreement. Next, gather all relevant information, such as what each person’s goals and concerns are. Think about how the conflict affects the project and everyone involved. By getting a clear picture of the situation, you can address the problem more effectively and find a solution that works for everyone.

Encourage open dialogue, active listening, and empathy to understand different perspectives. Guide the client to focus on solutions, not blame. Reinforce the value of learning from conflicts, and support them in setting personal growth goals to improve relationships.

Helping first the client understand the nature of the conflict. For this, an exercise like the 3rd entity (ORSC) can yield new information and perspective for the client. Hoffman Core Quadrant model can also elicit curiosity and possibly empathy and also help the client realise the active role he/she plays in the conflict.

Encourage your client to listen first, then speak calmly. It’s about understanding, not proving a point. By focusing on common ground, conflicts can turn into opportunities for growth and stronger teamwork.

Helping first the client understand the nature of the conflict. For this, an exercise like the 3rd entity (ORSC) can yield new information and perspective for the client. Hoffman Core Quadrant model can also elicit curiosity and possibly empathy and also help the client realise the active role he/she plays in the conflict.

When conflicts arise, reach out to someone you trust for feedback. A fresh perspective can help you grow and handle challenges better. It's a chance to learn and turn conflicts into growth opportunities.

When conflicts happen, encourage open conversations where everyone feels heard. Focus on finding common ground and shared goals. Working together can turn tension into an opportunity for growth and stronger team connections.

Sarah was a high-performing executive, faced conflict with peers due to her direct communication style. This affected team collaboration and performance. Through coaching, she gathered feedback via a 360-degree process, revealing her behavior’s impact. Committed to growth, Sarah focused on active listening, asking open-ended questions, and considering colleagues’ perspectives. She reflected daily on her interactions, leading to noticeable improvements. Over time, Sarah became more collaborative, enhancing team dynamics and turning conflicts into opportunities for growth and development.