Conflict Coaching

Our facilitators can help your teams to get back on track and working to their full potential.

In situations of conflict, particularly in those that arise in groups, some individuals’ needs may go beyond what can be addressed through mediation or facilitation.

Such individuals may need more focussed support if they find that:

  • They are repeatedly coming into conflict with a range of other people, with no evident or consistent reason
  • They would benefit from gaining better insight into their own conflict style
  • There is a need for them to better understand the impact they may be having on others
  • They want to be able to handle workplace conflict more effectively

Conflict Coaching takes place with an initial face-to-face meeting, followed by a series of video meetings, with the option for telephone contact or further video sessions in between.


What are the objectives of Conflict Coaching?

How does Conflict Coaching work?

  • Initial meeting

    This takes place in the client’s premises. The first half an hour takes place with the coach, the individual coachee, and the referring individual meeting together. The referrer would usually be an HR professional or immediate manager from the client organisation. In this first half hour, the Coaching Conflict process is scoped, such that the overall goals are defined and agreed between all three people involved.

  • Private session

    After the initial meeting, the referrer leaves, leaving the coach and coachee to have a 1½ hour session, in which the coachee is given an opportunity to discuss situations at work that they have found challenging, to discuss and reflect on how they handled situations of conflict or interactions with others, and to consider strategies and skills that would be helpful in handling conflict better.

  • Setting homework

    The coachee is given homework to consider, and usually tries out some different ways of conducting themselves when faced with situations of conflict. They are encouraged to keep a log of how their new skills and strategies are working out, and to use this when feeding back to the coach.

  • Telephone contact in between sessions

    The coach is available for the person to feed back to, to discuss progress, and to offer help in between video sessions.

  • Subsequent coaching sessions

    Continuing to work towards the goals that are agreed at the initial meeting, a further number of sessions then takes place. The standard number is three (making four in total, including the initial one). These take place over video conferencing, usually at weekly intervals, and rarely more than ten days apart. The sessions could be very short ‘check-ins’ or may last up to one hour. The length varies on the coachee’s needs at the time.

  • Concluding the intervention

    On the fourth and final session, the coach and coachee will discuss and agree whether the required progress has been made. It will also be discussed whether any further support is needed. If no further Conflict Coaching is needed, they will jointly write a ‘Summary of Outcomes’, which the coachee is encouraged to take ownership of. This will be used as a form of feedback to the referrer, outlining progress made, as well as any points of action. The Conflict Coaching process is confidential, and the content of sessions will not be disclosed to the referrer beyond that which the coachee is happy to share.

“It was really useful to have these weekly discussions with the coach, and I now feel much more confident dealing with situations in the workplace.”Recent coachee
in Conflict Coaching sessions
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