Conflict Management

. . . making conflict creative

What we have learned from our coaching and mediation practice over the last 5 years:

• Increasing numbers of assignments have demonstrated confusion around the distinction between coaching and mediation interventions. For instance:
• Coaching assignments - particularly those involving teams - turn into mediations; more frequently, mediations end up as coaching assignments
• The majority of mediations provide a solution for the presenting conflict. Often they also reveal a range of other issues. For instance:
• Conflict is normal part of organisational life
• Conflict can be creatively exploited to the benefit of individuals and organisations
• Organisations shy away from addressing conflict
• Individuals and teams benefit from exposure to conflict handling techniques and the appreciation of difference
• These techniques can be learned

We can design programmes to help organisations to develop individuals and teams in the way in which conflict can be recognised, managed and used creatively.  These use the following approaches:

• Understanding difference through the use of MBTI
• Understanding and practising the art of negotiation
• Understanding core mediation skills such as active listening and open questions