3 Step Coaching Model: How Executives Can Handle Workplace Conflict Effectively

Conflict is an unavoidable part of life, and it can be especially prevalent in the workplace. Many people have a fight or flight reaction to conflict, but executive coaching can help leaders to overcome this tendency and change their attitudes towards it. With the right approach, conflict can be transformed into a conversation that can help to solve long-standing problems. A study of three executives revealed a training model designed to help them manage conflict.

This model has the potential to benefit both Life Coaches and their clients, as well as executive coaches. Linking coaching practice with relevant theory enriches coaching interventions and increases the credibility of the profession (Bachkirova and Cox, 200).The three step coaching model for executives to handle workplace conflict is as follows:

Step 1: Show Curiosity and Listen

The first step in managing workplace conflict is to show curiosity and listen. This means being open-minded and willing to hear out the other person's point of view. It's important to remain non-judgmental and focus on understanding the other person's perspective.

This will help to create an environment of trust and respect.

Step 2: Identify the Problem

The second step is to identify the problem. This involves looking at the situation objectively and trying to understand what is causing the conflict. It's important to look at both sides of the issue and try to identify any underlying issues that may be contributing to the problem.

Step 3: Develop Solutions

The third step is to develop solutions. This involves brainstorming ideas and coming up with creative solutions that can help to resolve the conflict.

It's important to be open-minded and consider all possible solutions, even if they seem unconventional or unlikely. By following these three steps, executives can learn how to effectively manage workplace conflict. This model can help them develop better communication skills, build trust, and create a more productive work environment. The key takeaway from this model is that conflict should not be seen as something negative or something to be avoided. Instead, it should be seen as an opportunity for growth and development. With the right approach, executives can learn how to use conflict as a tool for positive change in their organization.