What role does coaching leadership play in conflict resolution within teams?

It’s really important for the organisation to define what coaching means to them. Whilst we might have a true definition for what coaching is (and isn’t) it’s far more nuanced at work with coaching-led leadership, which might also include elements of mentoring and advice. For me, listening is the one skill in coaching that transforms conversations, relationships and decision making. Naturally, the process of being listened to - uninterrupted - lowers our defensiveness and makes us feel heard. So listening is a great way to resolve conflict where parties feel heard and their opinions valued

Erg?nzend dazu ist es wichtig, dass Coaching auch das Selbstbewusstsein und die Selbstreflexion der Führungskr?fte st?rkt. Indem Führungskr?fte lernen, ihre eigenen Kommunikationsmuster und Entscheidungsprozesse zu hinterfragen und zu optimieren, k?nnen sie noch effektiver als Vorbilder für ihre Teammitglieder agieren. Dies tr?gt dazu bei, eine offene und vertrauensvolle Teamkultur zu schaffen, in der konstruktives Feedback und kontinuierliches Lernen gef?rdert werden. Ein solcher ganzheitlicher Coaching-Ansatz maximiert nicht nur den individuellen Erfolg, sondern auch die Leistungsf?higkeit des gesamten Teams.

I’m a firm believer that leading with a coaching approach is key. However, before jumping in you should define what it means for your organisation. Coaching sits in place that might feel a little odd for those who are used to running with advice - situational coaching might work best. Start with what good listening & feedback looks like. When conversations form most of your day as a manager, listening can be a real asset. And knowing how to listen & provide feedback when you’re charged to do so (rather than letting the listening and open conversation guide the learning) is where people learn to trust, having really been heard, uninterrupted & valued. Enabling a solution focused approach and the right environment for conflict resolution.

Avoid wrapping up suggestions as a question e.g. “have you thought of…”, “could you try…” Trust your instincts and prioritise listening over forming the perfect question - the best questions will come to you! Our Little Book of Coachable Questions is full of coaching questions for people to try out

The culture of an organization is defined by the worst behavior leaders are willing to tolerate. While some leaders may find it difficult to address conflict, doing so will do more to build trust with your team than almost anything else. Your team wants to know you have their backs and are willing to walk the walk when it comes to creating a safe and healthy workplace.

Transforming Team Dynamics: The Power of Collaborative Activities Effective coaching isn’t just about resolving conflicts through Q&A sessions, active listening, and paraphrasing; it fosters creative ways to enhance team dynamics. Activities like escape rooms, puzzle solving, and Lego building promote teamwork and collaboration. These activities shift focus from conflict to cooperation, building trust, open communication, and shared achievements. This approach resets team dynamics, paving the way for effective conflict resolution and collaboration. By engaging in these activities, teams develop new ways of thinking and interacting, enhancing cohesion and productivity. Let collaborative activities transform your team!