Conflict coaching

CEDR conflict coaches work on a confidential basis with people at all organisational levels, helping them to develop their interpersonal relationship skills, and to modify or adapt their management styles or to deal with difficult and sensitive situations, whether in a manager-subordinate or peer conflict, or in times of change or intense challenge. 

Benefits which CEDR conflict coaches can bring include:

• Communication - helping individuals to re-engage with each other after a dispute or period of difficulty in their relationship, making any reconciliation workable and sustainable
• Creative problem solving - encouraging individuals to think differently about a problem or difficulty, leading to new insights or solutions
• Personal empowerment - assisting individuals develop the confidence to resolve long-standing dilemmas
• Support – serving as a trusted independent professional and confidant to an individual or team undertaking a difficult task or managing a transition
• Decision-making - providing a sounding board and giving an individual the confidence to behave differently or have the courage to reach for resolution
• Team work - supporting individuals to build effective business relationships and function well in teams
• Unblocking – assisting teams move beyond situations in which there are interpersonal tensions or serious dilemmas involving emotions or fundamental disagreements

Who are the coaches? 
CEDR coaches are all senior members of CEDR’s training faculty or mediation panel.  They are all experienced in advanced communication skills and facilitation techniques.

How do they work? 
All of our coaches work within the context of the conflict situation and follow the same process and core principles, whether working on individual, group or team coaching.

What is involved?
CEDR coaching is designed to fit the needs of busy individuals.  It is short-term unless client and coach agree otherwise.  Meetings usually last no more than two hours, and take place at times and places convenient to the participants.  Shorter telephone consultations may also be arranged. 

Conflict coaching examples

• Working with individuals
• Repairing a difficult manager/subordinate relationship
• Supporting a director through managing a difficult change process
• Relationship re-building following a dispute
• Building team work in the boardroom
• Working with a team
• Achieving Board consensus
• Preparing for difficult negotiations

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