Understanding Conflict Management and Coaching Techniques for Team Building

This document provides an understanding of conflict management and the use of coaching techniques for team building. It discusses how to resolve conflicts and improve individual performance at work. The document also covers the benefits of listening, questioning, clarifying, and feedback in conflict resolution.

An understanding of
conflict management and
use of coaching technique
for team buildings for
team building

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................4
How to resolve conflict- ............................................................................................................4
Understanding of coaching, its benefits and how the use of appropriate coaching techniques
( Listening, Questioning, Clarifying and Feedback) and models can be used to improve the
performance of an individual at work.........................................................................................6
Conclusion.......................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Sometimes a disagreement leads to a conflict and sometimes not to prevent it a person must
observe his response when are they rude or soft. When a person responds in a angry way or in a
upset way it reflects their behavior. Sometimes people tend to get angry at small situations such
as a situation where a friend broke a cup and the other one gets very angry at him. Anger must be
resolved or it will lead to harsh actions and people regret that later. Tempers will always be there
they may arise in any situation people must remain calm to control their anger. Questions cover
in this file are how to resolve conflict and benefits of feedback, clarifying, listening etc.
Main Body
How to resolve conflict-
The end goal is to make peace and keep peace with everyone such as not getting back to
someone for something hurtful he did or ignore thinking about getting revenge. Some people try
to resolve the issues with someone through a mediator because they feel it was their fault and the
other one won't revert to them even if they apologizes or some people think too much of their
pride and don't apologize by themselves. The idea (Sunstein, 2018) of mediator is to maintain the
communication with respect and meet at a place where both can talk and mediator sets a time on
which both agrees so that they can resolve the conflict. To resolve it both has to remain calm and
remember one thing that no one is here to prove their point they are here to settle the conflict.
Sometimes mediator helps them to settle it by suggesting them ways and trying out new methods
to forget this whole thing and put it under the ground this method is useful and helpful to those
who are facing these issue as it takes the pressure from their head and make them feel relax.
Settling the conflict and in mind they both are still angry or even one of them is angry then it is
of no use they must take a break and resolve it in a calmly way. Even after that if they are angry
both must take some time to calm down.
(Hauge and Ellingsen, 2018)Before thinking about meeting with the other person,
one must try to remember where he was wrong which led to this whole scenario and he must
accept it. One must try to keep things like his pride, personality and past issues aside if they want
to resolve this issue. One must just focus on the root cause of the problem and what they need to
change in their behavior and personality. Never think the conflict is all about yourself listen to
other person when he is making his point you will get your own turn for making your statement
because if the other one doesn't keep his concerns on the table and its just you then it is not

resolving. Even if you disagree let them open up because interrupting in between will only add to
anger so it is advised that both listens to each other and then talk as thinking and coming up with
the correct answer to situation. (Rahim, 2017)Center of process needs to be maintained so that
they can accept the views of each other. If you doesn't understand the views of others then follow
up with them at that time, ask questions to them and ask them when they have made their point
so that they won't feel like you are interrupting in the middle of their conversation. When you are
trying to counter the situation don't come up with a hostile or sarcastic situation you must come
up with a polite question so that the situation doesn't turn (Wallensteen, 2018)into a argument
and again leads to a conflict. Sometimes it happens that the other person makes no sense at all to
another one. One must come up with questions like did you try to put it any other way or in any
other manner? Or when did you start feeling like this? These questions counter the situation
sometimes and turn the situation around as they make other people feel stupid. Sometimes this
trick makes them defensive which results in resolving the issue and sometimes it offends them
which results more reasons to add in the conflict. (Jeong, 2017)
(Harff, 2018) To resolve these conflict one must think in a creative way
come up with as much solutions you can. When both meet both must let the discussion flow
freely both must open up nothing must be held back as long as it is not leading to a argument.
For instance when a friend takes your car without your permission and crash it this will lead to
anger but the friend may not understand it and this situation leads to conflict to resolve this if the
friend would not have been crashed your car then the whole thing wouldn't be a mess its all
because of his rash driving. At the time of meet when the situation tends to get emotional or
there is no control on voices before the situation is out of control people must take break and take
time to think how to solve this what is the reason of this, and what is the solution for this. During
the conversation instead of using words like no, don't or can't will turn the situation into a
negative force. Focus should be on maintaing the positivism around the environment by remain
calm and handle the situation peacefully. At the end both has to find out a way to accept it if they
want to keep this whole thing behind. Figure out a way or a solution on which you both can
agree on this is a long process and it will take time but in the end you will be able to make peace
with it so that it won't repeat again in the near future. No one is completely wrong everyone has a
different view of doing things try to be a bigger person by compromise. (Green, 2018)

Understanding of coaching, its benefits and how the use of appropriate coaching techniques
( Listening, Questioning, Clarifying and Feedback) and models can be used to improve the
performance of an individual at work.
Listening-
Listening at the time of conflict improves trust and mutual understanding between each other.
This is a important and essential skill needed in people at the time of conflict as it helps them to
interpret the message so that they can come up with an appropriate response as response is
considered as an important aspect of the listening ability as it helps in negotiation and
meditation. It has various benefits like it helps in building respect and trust, it helps in reducing
the stress or tensions, it helps in solving problem and creates a environment which is safe, it
helps in releasing the emotions of people ans also information is surfaced through information.
Empathetic listening sets a mediator apart from conflict because when people gets emotional
while talking they like to keep it personal. It is(Girvan, 2017) said that sometimes listening is
better than meditation to resolve a conflict. By listening one understands someone feelings and
emotions and the other one can comfort them rather than judge them. They must understand the
problem of a person. The person who listens encourages another person to open up and express
his feelings. At the time of this conversation mediator must never interfere in between and agree
with the person who is expressing himself. Listener must understand and try to help him to
resolve the problem. Listener must always acknowledge the person first gain his confidence , let
him share his opinion and ideas which will help in settling a argument. (Folger, Poole and
Stutman, 2017)
Questioning-
Effective questions lead to immediate suggestion which results in providing immediate solutions
for whom who have caused a mess and that lead to a conflict. Even when they don't want to
resolve it but by questioning effectively will help them to solve the problem and they can even
have their own creative ideas. Organization has to know about the possibility of ignorance
because suggestions made to resolve it may be inappropriate or does not suit them so they may
not be in a condition to question or to communicate. Consequences in this situation might arise
for the person who are in dispute. He may have to accept the idea which was given by the
mediator which have the capacity that can help in resolving the issue or he may reject it which
will tell the organization that he is not agreeing to the suggestion which was given to him. If

questions are open ended it will be easy for the one who is creating problems in the organization
as he will work on his own ideas and ways of communication by questioning like how else will
you communicate to others? This also states that they don't take the burden of anything if they
want to reject something that was suggested to them in the first place. When they don't have the
answer to a specific question they still have the potential to arise another problem and create
some new mess it is important for them to answer the question. (Diehl, 2018)
Clarifying-
Sometimes when a conflict happens between persons in the organization it involves more people
in the list of suspect than it should be because people involves themselves by being a
intermediator and spice things up between each other which results in conflict and delay in
completion of task. By clarifying people get to know the root cause of the conflict. By clarifying
between people they can what was the reason, on what thing they were not agreeing upon which
led to this . to figure this out a discussion is done with both the parties so that they can
understand from both sides that what is the point of view of the individuals and try to understand
the situation mutually. Till the discussion is going on a person must absorb as much information
he can get about the issue from both parties. To figure things out mediator must needs to
establish a common goal for both the parties on which both can agree upon. When people agrees
and share a common goal they reach the end easily and successfully. If they doesn't agree then
they must discuss the ways on how they can reach it by listening, brainstorming and
communicating with the other parties. They have to continue this until they have figured it out.
They must plan what is changed and what cannot be about the situation. That is why mediator
needs to help them so that they can come up with the best option so that they can conclude this
peacefully. (Burke, Hsiang and Miguel, 2015)
Feedback-
Effective feedback helps in improving the performance as they are going to put more efforts by
having awareness of every area they deal in which will help them to know where they lack and
where they have scope to improve. It will increase the process of feedback also which will also
result in resolving the conflicts in an organization as they will know what is expected of them
and what they have to perform for the company so that company can achieve the organizational
objectives. By giving feedback regularly related to performance of job it helps employees to
grow their skills personally as well as professionally and by increasing the sense of maturity,

disturbances like conflicts will be reduced to a extent. This strategy has proven to be effective for
the company. It improves the scope of their retention because when employees sees they have an
opportunity and they can invest in it to grow themselves they will stay for long improve and
succeed. This method also helps in decreasing the cost as it saves both time and money to find
the prospective candidates they are looking for. (Boulding, 2018)
Conclusion
From the above studies it has been concluded that To resolve it both has to remain calm and
remember one thing that no one is here to prove their point they are here to settle the conflict.
Sometimes mediator helps them to settle it by suggesting them ways and trying out new methods
to forget this whole thing and put it under the ground this method is useful and helpful to those
who are facing these issue as it takes the pressure from their head and make them feel relax.

REFERENCES
Books and Journals
Boulding, K.E., 2018. Conflict and defense: A general theory. Pickle Partners Publishing.
Burke, M., Hsiang, S.M. and Miguel, E., 2015. Climate and conflict. Annu. Rev. Econ.7(1),
pp.577-617.
Diehl, P., 2018. Environmental conflict: An anthology. Routledge.
Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies for
relationships, groups, and organizations. Routledge.
Girvan, N., 2017. Corporate imperialism: Conflict and expropriation. Routledge.
Green, L.C., 2018. The contemporary law of armed conflict.
Harff, B., 2018. Ethnic conflict in world politics. Routledge.
Hauge, W. and Ellingsen, T., 2018. Causal pathways to conflict. In Environmental conflict (pp.
36-57). Routledge.
Jeong, H.W., 2017. Peace and conflict studies: An introduction. Routledge.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
Sunstein, C.R., 2018. Legal reasoning and political conflict. Oxford University Press.
Wallensteen, P., 2018. Understanding conflict resolution. SAGE Publications Limited.

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