Conflict LP

To effectively address conflict, it is important to change our language. Encouraging individuals to engage in learning projects that involve conversations of disagreement or different perspectives can be helpful. A strategy to assist those struggling with conflict is to have them reflect on successful and challenging conversations, identifying what went well and how to improve. This approach promotes continuity in coaching sessions and holds the person accountable for their growth and development. When it comes to conflict, one of the things that we should also do is change our language. Now when you give somebody a learning project, something that they do between your coaching sessions, I go back to conversations of disagreement, conversations of different perspective. Sometimes conflict leads someone to even feel emotional in that moment. So when you're having conversations of disagreement or conversations of discord, that's really good language to use. One of the things you can do with somebody who's struggling with conflict is every week is to ask them to come in with an example of where they successfully had a difficult conversation and what they did successfully and maybe one looking back where it could have gone better and what they might do to alter it the next time or to adjust their approach the next time. That framework keeps not only continuity in your coaching sessions, yet it keeps the person apprised of what they need to do knowing they have to come back into you, the coach, the manager, the leader, whoever it might be, and report where they had success and where they had some difficulty. That framework will always create continuity, yet it does something else. Once the coaching session is over, it bestows continuous accountability and ownership on the person that is most important, the person that's being coached, the person potentially struggling with conflict.