So you’re an employee of an organization that doesn’t incorporate conflict resolution mechanisms into their company culture or structure. Perhaps you’re eyeing a management role or just want to create progressive change in the organization which arms your colleagues with the kind of skills that will make communication and collaboration more attainable. You might be interested in asking leadership to implement conflict coaching in the workplace, but you might not be sure about how to proceed.
Conflict Coaching in the Workplace
Conflict coaching in the workplace has many benefits, including normalizing effective communication and de-escalation skills that reduce overall instances of conflict and turn the remaining ones into something that can breed innovation and creativity rather than anger and resentment. There are many skills that leadership can impart upon their teams that make everyone accountable to overall peace in the workplace and remain proactive about avoidable situations. If you’re interested in nudging your manager to get on board with facilitating this kind of training, here are some benefits of conflict coaching in the workplace that you can share:
Provide Feedback on Specific Needs
One of the benefits of workplace conflict training is that it can open up a necessary feedback loop between employees and employers. As an employee, you’re likely more exposed to potential conflict triggers than your managers may be. Let them know without naming names or causing a stir, that there are instances of tension or conflict among employees that you believe are preventable with the right training. Let them know what you experience as someone in the midst of this tension or conflict and offer training solutions that can prohibit these interruptions in the future. There are many ways to deal with conflict at work, getting ahead of it is among the best.
Discuss Negative Impacts of Conflict
How do you resolve issues with your work on the line? Let your manager know that when conflict rises, so does stress, creating barriers to productive and effective collaboration among team members. Give your managers some perspective on time and money resources that may need to be directed to manage the tension rather than get the job done. Help them understand the costs of conflict so they better understand how training can improve everything from the team’s morale to the company’s bottom line.
There are different types of conflict coaching in the workplace that can serve organizations that struggle with chronic conflict. Some basic communication skills may get the job done, allowing employees to be more effective and less reactive in their conversations, remove assumptions that can lead to misunderstandings, and take things less personally overall. But if tension is running high among your team, de-escalation training may be a better fit. Diversity and inclusion training may be needed if the company culture houses a lot of discriminatory behavior. Put together some training resources and let your managers know how you can see these skills being utilized to offset the issues you mentioned earlier.
While it’s not necessarily your responsibility to manage co-worker conflicts, if you see a need and can provide solutions, you can position yourself well within the company while also solving chronic conflict issues in the workplace. Contact Pollack Peacebuilding Systems today to get the right solutions for your team.