LEADERSHIP & CONFLICT COACHING
Change is hard. Change by yourself is harder. Changing a difficult relationship at work takes consistent effort. With so many priorities competing for our attention, it’s easy to let our work relationships take a back seat to putting out fires.
Yet healthy relationships at work are key to productivity and even happiness at work!
That’s where coaching comes in. Coaches are trained to listen to your situation, help you get clear on the action required, and hold you accountable to get your plan moving!
Contact me at firstname.lastname@example.org to set up a complimentary tele-coaching session to discuss your needs and whether coaching is the tool you need to move you forward!
If you are responsible for leading, managing, or supervising people at work, chances are you’ve seen your fair share of conflict. Over the years, I’ve heard hundreds of heart-breaking stories of managers and leaders who were simply “coping” at work. Heart-breaking because a lot of times the conflict challenges and stressors they faced were much worse than needed to be.
Since most managers don’t receive conflict training, most fumble around doing their best. And it’s often just not good enough. Many leaders don’t realize the impact of their inability to deal with conflict well. Most are either afraid of conflict or deal with it like a bull in a china shop. Both those styles result in stressing out themselves and their direct reports.
To make matters worse, most direct reports won’t tell you the real impact your lack of conflict competency has on them.
So it becomes a self-perpetuating cycle. You avoid (or blunder in), people are hurt – and you don’t even know about it!
Through coaching hundreds of professionals over a thousand hours in leadership, communication and conflict resolution skills, I’ve seen first-hand the impact of leaders facing this gap and working to turn it around.
Coaching has been a key tool people use to change their conflict style.
If you’d like to discuss coaching with me, simply drop me an email at: email@example.com.
Benefits of coaching include:
* Just in time support for raging conflicts at work.
* Personalized teaching and attention.
* Accountability where someone helps you identify and stick to your top priorities in dealing with conflict successfully.
Topics people want coaching on include:
Skills for Leadership, Communication, Conflict Resolution
If you’ve ever found yourself getting excited by communication or leadership skills you learned at a course – but wondered how to put it into practice – consider coaching! Did you know the critical factor influencing transfer of training is the extent to which the trainee receives the opportunity for practice and feedback? One-on-one executive coaching can provide you with a regular place and time to be reflective about some aspect of your leadership development.
Preparing for Difficult Work Conversations (a.k.a. Assertion)
Sometimes it’s not a course you want, but a place to prepare for those difficult conversations. That’s a specialty of mine – given my background in community, court, and corporate mediations. Using coaching as a way to prepare and debrief negotiations and tough conversations can be the tool you need to create more harmony at work!
360 Performance Feedback tools can be a useful or useless tool – depending on how they are implemented. Research shows, for example, reporting back to key stakeholders after asking for feedback increases their perception of your change exponentially. This requires thinking through how you are going to present your findings and what you are going to say and how often you are going to return. A coach can help you in these, and other, ways to maximum the performance feedback opportunity.
I work best with people who are fairly self-directed but are looking for a coach who can:
*Act as a sounding board to hear your own thinking and thereby gain more clarity about what you can do and how;
*Act as the holder of the “big A” agenda – you say what you want, and you know you will be having an ongoing conversation with your coach about those topics so the space holds the issues in priority for you;
* Act as a neutral (and confidential) third party to both challenge and support you in creating what you want…with no vested interest in which choices you make; and
* Act as an accountability partner, so you can leverage more action/follow through (there are “homework/commitments” at the end of each call, and a time to check up on prior homework at the beginning of each call).
If you are interested in learning how coaching might help your staff and organization, email me and we can set up a time to discuss your needs.
Phone: 250–381–7522 • E-mail: firstname.lastname@example.org