Understanding Conflict Management and Coaching Techniques for Team Building

This essay discusses the concept of conflict management and the importance of coaching techniques for team building. It explores different conflict resolution approaches and the benefits of coaching in building a strong team. The essay also includes a case study of conflict in Clarasys Ltd and provides insights on how to handle inter-personal conflict. Additionally, it discusses various coaching techniques such as listening, clarifying, feedback, and questioning.

An Understanding Of Conflict
Management And Use Of
Coaching Techniques For Team
Building

Table of Contents
ESSAY TOPIC: An understanding of conflict management and the use of coaching techniques
for team building. ............................................................................................................................1
Introduction......................................................................................................................................1
Handling inter-personal conflict......................................................................................................1
Conflict Scenario....................................................................................................................1
Analysis on Conflict Resolution.............................................................................................2
Coaching and its benefits and the use of appropriate coaching techniques.....................................4
Coaching Scenario .................................................................................................................4
Analysis on Coaching.............................................................................................................4
CONCLUSION ...............................................................................................................................8
REFERENCES ...............................................................................................................................9
.........................................................................................................................................................9

ESSAY TOPIC: An understanding of conflict management and the use of
coaching techniques for team building.
Introduction
Conflict management introduces as an effective process of limiting the negative prospects
of conflict while maximising the positive prospects of conflict (Aga, Noorderhaven and Vallejo,
2016). Main aim of conflict management is to improve learning and enhance group outcomes,
including performance or effectiveness within organisational setting. Main purpose of
conducting this essay is to identify the concept of conflict management and importance of
coaching techniques for team building. There are various techniques of coaching such as
questioning, feedback, clarifying and listening will be use for team building. This techniques will
be determine in this essay which helps an organisation to build effective team at workplace. For
this Essay, Clarasys Ltd is a chosen organisation that faced issue of conflict.
Handling inter-personal conflict
Conflict Scenario
Conflict is main issue in Clarasys Ltd which will impact on business growth and success
in negative manner. This issue increase number of employees turnover which have negative
impact over development of an organisation. This issue mainly arise between employees of
Clarasys Ltd due to misunderstanding. In order to overcome that issue, problem solving skills,
team management skill, coaching skill will be needed in manager and leader. As it will help an
organisation to easily overcome such issues and gain better results easily. In addition, conflict at
workplace includes any kind of conflict or misunderstanding which takes place in a workplace
and among managers and employees, potentially including conflict among workers out of work
hours. There are different causes of conflict in workplace such as poor management, lack of
communication, inadequate training, unclear job roles, poor work environment, lack of equal
opportunities, unfair treatment, bullying and harassment etc. These are main causes that create
conflicts among internal as well as external stakeholders of an organisation (Almost and et. al.,
2016).
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Analysis on Conflict Resolution
Conflict is determined as a clash among individuals that can arise out of a difference in
thought attitudes, process, interests, requirements, attitudes and even sometimes perceptions. It
results in physical abuses, heated arguments and definitely loss of harmony and peace (Aga,
Noorderhaven and Vallejo, 2016). Conflict is a major issue in Clarasys Ltd that can arise
between supervisors, subordinates and co-workers or often between employees and different
external stakeholders, such as customers, suppliers and regulatory agencies.
Levels and types of conflict
In an organisation mainly two types of conflict such as on the basis of direction and on
the basis of level. In Clarasys Ltd, conflicts arise between sub-ordinates and superior. It may also
between deputy general manager and manager. These type of conflicts may arise over things
like deadlines, performance reports, task goals etc. There are certain situations that can be arise
due to conflict among internal and external stakeholders of Clarasys Ltd. Mental health concerns,
decrease in productivity, members leave organisation, violence, psychological issue and distract
primary purposes. These are negative effects of conflict within a workplace that impact on
performance of an organisation as well as employees also (Almost and et. al., 2016). These issue
will also reduce productivity level of employees and company which result in decease of sale of
an organisation. In order to overcome these issues, conflict management plays an effective and
important role.
Approaches of conflict management
There are basically five approaches of conflict management including avoiding,
accommodating, compromising, competing and collaborating. These approaches of conflict
management helps company by reducing misunderstanding between managers and employees.
Conflict management is an effective practice of acknowledging and handling with disputes in a
effective, rational and balanced manner. It is an useful technique that is implemented within
Clarasys Ltd environment mainly involves good negotiating skills, problem solving abilities, and
effective communication to restore the emphasis to the business's overall goals. In order to
reduce conflict within an organisation, company must provide conflict resolution training,
communication skills training, support employee develop positive work relationships and
implement team building activities (De Mascia, 2016). They also create strong communication
channels, give conflict mediation training for leaders and develop an effective atmosphere that
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encourages participation and also support an organisation in reduction of conflict issues. Along
with this, an organisation must give third-part conflict mediation service, treat everyone fairly
and make sure workers are clear regarding organisational goals and priorities. As it will further
support an enterprise in resolution of conflict problems and also helps them in improvement of
their productivity level.
By providing training for communication skills, workers can enhance their capability to
convey effectively and systematically with a different range of persons, and manage the issue of
communication within Clarasys Ltd. Thus, training is important solution to the conflict problem
and helps business to attain better results easily. Along with this, implement of team building
activities will also assist company to reduce conflict among workforce. In this, any organisation
can significantly enhance team performance and relationship via the team development process.
This activities give an effective chance for all team members to acquire more comfortable with
together. It helps them to analyse modes of interaction and acceptable behaviours, and to identify
how conflict and team problems will be resolved (Gerardi, 2016).
Conflict management is must be used by Clarasys Ltd. to solve issue of conflict that can
raise among employees and many other internal and external stakeholders. There are different
techniques of conflict management that must be follow by business to reduce conflict or
misunderstanding among workers (De Mascia, 2016). Problem solving, compromising,
withdrawing, forcing smoothing are consider best techniques of conflict management. By using
these techniques, company become more able to solve conflict within a workplace.
Problem solving is a best method of solving problem of conflict in Clarasys Ltd. In this
technique, employee involved in the conflict or misunderstanding or not having a same view,
they come forward to talk about the issue at hand with a very open mind. Along with this, they
emphasis on resolving the issue of conflict and analysing the best solution or alternative for the
groups (Gerardi, 2016).
Withdrawing is another important technique for managing conflict within a workplace. In
this parties may decide to entirely avoid the conflict or misunderstanding by maintaining silence.
As it is a best and effective way for solving issues and it will support an organisation to retain
employee for long time and to accomplish better outcomes easily (Lacerenza and et. al., 2018).
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Compromising is also introduced as a best method used by Clarasys Ltd. to solve
conflict and gain better outcomes. It is a temporary not a long lasting solution and in this one
party comprise to solve conflict.
Forcing or competing is refer another useful technique which helps Clarasys Ltd. to
solve conflict and maintain better coordination among employees. In some situations, an
individual with power and authority can force her or his view and solve misunderstanding
without providing any opportunity to the other person. This technique of conflict resolution can
be applied if business see the conflicts are not necessary and largely destructive for the team
(Lacerenza, Marlow, Tannenbaum and Salas, 2015).
Smoothing or Accommodating is another method for resolving conflict in the workplace.
This technique is applied when the environment seems to be occupied with apprehension or
distrust among the workforces. In these type of scenarios, an individual can take charge as well
as tries to give their full efforts in smoothing surrounding by applying nice words and by
focusing on the agreements. Therefore it is also effective technique or method for resolving the
proper for conflict.
Coaching and its benefits and the use of appropriate coaching techniques
Coaching Scenario
Individual Coaching introduces as an important process that purpose to enhance
performance and emphasis on the distant past or future. It is unlocking an individual's potential
to increase their own productivity and performance (McQuiston and Hanna, 2015). It is
supporting them to learn more rather than teaching them. In Clarasys Ltd, performance of their
employees is poor which have negative impact over business performance. In order to improve
employees performance different coaching techniques will be more useful. Listening, feedback
etc. are main techniques of coaching which will be beneficial for an organisation to use these
techniques and improve knowledge and skills of their workers (McQuiston and Hanna, 2015).
On the other hand, team coaching supports team members to reach their goals and objective,
while developing a sustainable atmosphere that set up long term success and excellence. This
process also supports team members to align around a mutual purpose, define clear roles, make
powerful choice, establish inspiring vision and spirit, commit to team accountability and take
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affirmative action. Therefore coaching is more essential and effective tool in building of strong
team within an organisation.
Analysis on Coaching
There are different techniques of coaching such as listening, clarifying, feedback and
questioning. These are effective tools which helps Clarasys Ltd. to build a strong team.
Techniques of coaching will also support business to improve performance of their employees.
These techniques will be explain as below in detailed manner:
Coaching Techniques
Listening is an effective technique of coaching that emphases the attention on the speaker
and enhances mutual understanding. It is one of the most essential quality of an emotionally
intelligent leader and builds trust among stakeholders. Active listening will also helps team by
encouraging positive problem solving. Proper communication skill of leader will support
Clarasys Ltd. to build an effective team and achieve better results easily (Rahim, 2017).
Clarifying is another important method of coaching. Determination of the actual meaning
behind the concept are introduce clarifying. This includes about the ascertainment of the actual
role plays in the team. It will support businesses in building of strong and effective teams which
will be beneficial for growth and success of organisations.
Feedback from the peers will support an individual to identify their weakness and also
different ways to overcome such weakness. This technique will support company to develop
strong team and accomplish long term goals (Rahim, 2017). There are various methods for
providing feedback. One method is the 'Feedback Sandwich', where an organisation or individual
make positive statements, talk about areas for betterment, and then close with more affirmative
statements. Another method is 'Stop, Start, Continue'.
Questioning technique of coaching is also effective in building of strong team. In this
method, close-ended and open-ended questions will be prepare which helps individual by
providing information about other member roles. With the help of this technique, an organisation
as well as individual become able to collect accurate information regarding the effectiveness of
team building (Salas and et. al., 2015).
There are different benefits of above discussed all techniques of coaching to personal as
well as in organisation. In personal level, coaching helps an individual to gain more job and life
satisfaction, contribute effectively to the team and the enterprise, establish and take effective
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action towards achieving goals, communicate more effectively, work more productively and
easily with others and so on. Apart from this, coaching is also essential technique for an
organisation such as it improves individual performance, empowers individuals and encourages
them to take responsibility, enhance worker and staff engagement, supports to motivate and
empower individuals to excel, assist to determine both organizational as well as individual
strengths and development opportunities etc. Therefore coaching is more significant for
enterprise in development of its success and growth (Sargeant and et. al., 2015).
The Kolb learning cycle
Kolb is one of the greatest model of learning cycle which supports in continuous
development of employees in case of its effective implementation. This model have four
different stages which are defined below along with their significance in building team within an
organisation.
Concrete experience: This introduces to the first stage where workers have to be ready to
take the unique experiences as well as work beyond to their capabilities. This will support in
developing new traits in an individual to indulge in challenging work (Salas and et. al., 2015).
Reflective observation: It refers as a main stage where learning starts with determination
of aspects where all lacks in proper performance due to poor knowledge. This will gives an
effective chance to learn new things as well as work hardly towards the same direction in its
accomplishment.
Abstract conceptualisation: This is another stage of learning cycle where all the new
thought are generated in regard to the completion of work or activity in future without any
inconsistencies.
Active experimentation: It introduces as a last stage which includes regarding the
application of thought and completion of activity under predetermined norms (Sargeant and et.
al., 2015).
Progress Monitoring in Coaching is intended to develop an ongoing scripts between the
employee and supervisor. This model includes for aspects which are plan, coach, evaluate and
reward. These are important for an organisation to manage employees performance in an
effective and systematic manner.
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Illustration 1: Performance Management Model
(Source: Performance Management Model, 2019)
Plan is a first step an in this management of performance begins when the superior
review the worker's position restriction, develops goals and communicate competencies. This
supports in establishment of mutual understanding of the behavioural and performance
expectations.
Coach is another steps and in which superior gives feedback and coaching throughout
once a year to support their workers successfully compass their goals. During the plan phase,
goals and many other documentation have been created which is necessary for Clarasys Ltd. to
manage performance of their employees (Wachsmuth, Jowett and Harwood, 2017). Proper
coaching will also support Clarasys Ltd to increase understanding about the business strategies,
products, services among workers. As it will be beneficial for business to deal with the issue of
conflict and achieve better results within given time duration. In this supervisor and worker can
create notes regarding workers performance at any period which are moved outside the Working
day system.
Evaluate is another important phase and in which supervisor mainly relay on different
resources which are employee self evaluation, notes of performance can be developed during the
year and customer feedback to measure the performance of workers. In this step, supervisor
become able to meet with their worker to discuss performance evaluation, give feedback
regarding strengths, explain the rating and area for improvement. Therefore, management of
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employee performance will be beneficial for each organisation to develop strong team and
achieve better outputs easily (Wachsmuth, Jowett and Harwood, 2017).
Reward is a last phase and in this supervisor play an important role in recognizing and
rewarding performance of employee at year ending and during the year (Wachsmuth, Jowett and
Harwood, 2017). Reward will support Clarasys Ltd to retain employees for long time and
reduce conflict between them.
CONCLUSION
From the above mentioned information, it has been determined importance of conflict
management in reduction of conflict at work place. Therefore, management of conflict is
important for organisations because with the help of this, they can increase performance and
productivity among employees. Along with this, listening, questioning, clarifying and feedback
are coaching techniques which have been used for building an effective team within an
organisation. As these techniques will support an organisation in improvement of its employee's
performance and also helps them to accomplish competitive advantages.
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REFERENCES
Books and Journals
Aga, D. A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management. 34(5). pp.806-818.
Almost, J. and et. al., 2016. Managing and mitigating conflict in healthcare teams: an integrative
review. Journal of advanced nursing. 72(7). pp.1490-1505.
De Mascia, S., 2016. Project psychology: using psychological models and techniques to create a
successful project. Routledge.
Gerardi, D., 2016. Polishing the apple: a holistic approach to developing public health law
educators as leaders of change. The Journal of Law, Medicine & Ethics, 44(1_suppl),
pp.87-92.
Lacerenza, C. N., Marlow, S. L., Tannenbaum, S. I. and Salas, E., 2018. Team development
interventions: Evidence-based approaches for improving teamwork. American
Psychologist. 73(4). p.517.
McQuiston, L. S. and Hanna, K., 2015. Peer coaching: An overlooked resource. Nurse educator.
40(2). pp.105-108.
Rahim, M. A., 2017. Managing conflict in organizations. Routledge.
Salas, E. and et. al., 2015. Understanding and improving teamwork in organizations: A
scientifically based practical guide. Human Resource Management. 54(4). pp.599-622.
Sargeant, J. and et. al., 2015. Facilitated reflective performance feedback: developing an
evidence-and theory-based model that builds relationship, explores reactions and
content, and coaches for performance change (R2C2). Academic Medicine. 90(12).
pp.1698-1706.
Wachsmuth, S., Jowett, S. and Harwood, C. G., 2017. Conflict among athletes and their coaches:
what is the theory and research so far?. International Review of Sport and Exercise
Psychology. 10(1). pp.84-107.
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