The focus is on all on you, the individual
This is especially useful for those parties who say NO to mediation. It is a very safe one on one process with a focus on empowering the party to deal with the conflict in a more constructive way.
The skills used in coaching are similar to that of mediation, but the framework is different as is the relationship between the coach and the party.
Coaching involves building a safe relationship for the party to explore different ways of doing things. We look at various exercises and techniques to build understanding, awareness and confidence. Coaching is a very empowering process for the party. The responsibility for change lies with the party but they are guided and supported through the transformational change model that leads to lasting change.
Coaching can happen prior to a mediation, instead of a mediation or post mediation depending on circumstances. It can stand alone or be used alongside either 2 party or team mediation.
Coaching is especially useful for managers struggling with challenging team members, or for individuals that struggle with dealing with conflict. It is often used in sensitive situations and can be offered while an employee is on sick leave. It has proven to be a very supportive process in helping parties return to the workplace after a conflict.
Conflict happens. Conflict coaching opens up new approaches to handling conflict, empowering you to think about different ways of handling and responding to conflict as opposed to the programmed reaction of old habits. It also offers an opportunity to develop powerful problem solving skills. It delves into FEAR (feeling eager about reality) and therefore reduces your fear of dealing with issues and situations. Conflict coaching can help you to resolve dysfunctional relationships and even repair old conflicts. Conflict Coaching includes planning, action, movement and CHANGE!
We work with you on a one to one basis building a powerful working relationship where you are safe to vent and share your worries and concerns. Trust is a vital part of the coaching process and we promise you confidentiality. We will never share the content of your sessions.
At IGRC Irene will help you to confront and move past limiting beliefs which have held you back in the past. You can then start taking action which will make all the difference in your life. You will move towards a much more constructive way of handling conflict and relationships.
Conflict Coaching 1on1 – Session Format
A session is normally between 60 to 90 minutes and sometimes clients are happy with just one session, the maximum sessions offered to deal with a single issue would be 6.
Conflict Coaching – About Coaching
Coaching is a forward moving process.
Irene will help you to find out what specific challenges, blocks or barriers about your goal of handling conflict needs improving and/or support. They will help you define your commitment, which drives your energy and motivation to change.
The GROW model is used throughout the coaching world to help clients to identify what it is they want and how it is they can start planning to achieve it.
Goal What exactly is it that you want?
Reality Where are you now? What impact is this having on you? What has stopped you tackling this issue before?
Options What options do you have? What is it you could do to move towards your goal?
Way forward What specific actions will you take to move forward?
Conflict Coaching – Models
NVC and Emotional Intelligence for empathic listening, thinking and speaking.
Cognitive Behavioural Coaching to explore patterns, assumptions and feelings of lack of worth.
Reframing to help you to change the content, context or time frame to help you give the conflict new meaning.
We use a little NLP to explore conflict by looking at our filters, values and beliefs which have an impact on how we perceive everything with a particular focus on relationships and conflict. One of the presuppositions of NLP is “Nothing is ever true or false only thinking makes it so”.