Driving Business Success: Conflict Management and Coaching Techniques

This report examines the application of conflict management and coaching techniques by managers to drive business success. It defines conflict management as a strategy for resolving disputes and leveraging positive aspects to enhance team development. The report details the uses of conflict management, including improving skills, fostering effective communication, increasing trust, and boosting productivity. It also explores conflict management coaching, highlighting its benefits in improving teamwork, enhancing productivity, and increasing customer satisfaction. Key coaching techniques such as listening, questioning, clarifying, and providing feedback are discussed. Furthermore, the report outlines performance improvement models like the Plan, Coach, Evaluate, and Reward Model, as well as Training and Development models, emphasizing their role in enhancing individual and organizational performance. The report concludes that conflict management is crucial for efficiency, continuous improvement, and goal achievement.

Conflict Management And Coaching
Techniques By Managers

Table of Contents
INTRODUCTION...........................................................................................................................3
1. Discussing use of conflict management and coaching techniques by managers in driving
business success...........................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The conflict management is defined as the strategy used by various managers for solving
the precludes fights with using the positive aspect of it for enhancing learning and group
development of team. The main aim is to not avoid but for resolving the conflict and being able
to effective handle workplace issues. Report is based on the conflict management its major uses
and different techniques used by managers as their valuable skills in driving business towards
success. Further it showcases about knowledge and understanding about conflict use for solving
any problem.
PART 2
Discussing use of conflict management and coaching techniques by managers in driving business
success.
Conflict management plays an important in the betterment of any organization's work as
with the utilization of this, managers may able to deliver out the best possible and suitable
outcomes which tends to assist in effective working (Broukhim and et.al., 2019). There are many
opportunities for conflict management which aims to assist in effective and efficient operation
with using the positive aspect of conflict. Different uses of conflict management includes:
Improving skills: Managers must requires to understand the main reasons, causes and
theories of conflict for managing it. The management must being able to understand the reason
and when did conflict arises in what occurring situations. For in an organization management a
conflict occurs and two people have their own sides but both may be correct in solving the issue.
So the manager may use both of their ideologies in such a way to resolve the conflict and also
using those ideas in improving skills for betterment.
Effective Communications: With the proper uses of conflict management also tend to
improving the communication in between the employees at workplace. By creating an open line
in-between workers as the best and most effective approach for improving and reducing
communication gap (Grzyl, Apollo and Kristowski, 2019). For example when there is healthy
conflict in different management team department provides assistance in communicating with
other departments improves the working in both along with resolving any occurring issues with
an ease. Not just that but also helps in easily collaborating with other people with providing
effective working.

Increased trust and connection among team: The constructive conflict management
leads in the resolution of various problems that arise between workers with different opinions,
ideas and goals. When constructive conflicts communication occurs, it aims in inspiring the team
members for being in the process, motivating and aiding in to try to resolve problems. It also
tends to assist in enhancing the goal attainment of firm as, when different people came together
with healthy or positive arguments leads in more idea generation (Dalal, 2017). Not just that but
also assistance in creating a good link-up between the workers and resulting in increased trust
and connection among the team members.
Improves productivity and performances: A more cohesive workforce reduces the
issues arising and improving the quality of decision-making under the positive conflict and also
reduce the chances of getting wrong. . With effective and healthy conflict also aims to improving
organization productivity with creative innovation which aid in driving company and
management towards success. For example when two people conflict their ideologies and goals
made difference in solving any problem or challenge which also results in innovating and
coming up with new ideas which may be useful for firm to improve the working ability and
efficiency.
Conflict Management Coaching
Also known as conflict coaching, is basically defined as the strategy or process under
which a trained coach provides assistance to various individuals in gaining and improving the
working of organization (Hann, Nash and Heery, 2019). With enhancing their confidence and
competences for managing interpersonal conflicts. The conflict management coaching is termed
as goal oriented and future focused process aiming at improving the working operations and
efficiency of enterprises. These benefits includes:
Improved teamwork: With utilizing the conflict coaching assist in improved and
stronger teamwork. This may be an incredible asset when teamwork may require completing
various projects. With this process also helps at training and generating skills among workers for
more betterment and also puts mind at ease of all the employees. As with new generated skills
assistance in benefiting to share experiences and knowledges.
Enhancing productivity: When people or workers gaining the skills of resolving various
conflicts they may able to focus on several tasks in hand. This may leads to provide a big impact
on the productivity of organization. Not just about the productivity but also helps in output,

innovation and idea generation. With workforce less focusing on the major conflicts resulting in
effective implementation and execution of several ongoing processes.
Increased customer satisfaction: Another benefit of conflict resolution training for
employees impacts in enhancing customer experience and, company's working ability too. When
workers tends to work together, clients and different customers were impacted with that (Reising
and et.al., 2017). Employees may improve overall communication with other workforce and
customers leading in effective communication and increasing customer's responses.
High level of trust between the working force: Conflict management resolving
technique also aids in creation and generation of higher level of trust. As with employees feeling
empowered and ease while communicating with others providing information and receiving
various feedbacks may tend to improve efficiency and morale very quickly. This puts an impact
on trust building and leadership which may overall improve the operations and making high level
of trust among others.
Conflict coaching techniques
These were termed as the various practices and methods used by the manager or team for
aiding team members in learning new skills and group or organizational goals. Successful
techniques helps firm in developing and improving trust between the employees, provides with
open and effective communication and motivation. These coaching techniques includes:
Listening: Important skill required to effectively coach the ability of listening to others.
As with the utilization of this technique is vital for paying very close attention towards the
behaviour and body language in order to gain better understanding of the message (Ozyilmaz,
Erdogan and Karaeminogullari, 2018). Not just that but the use of effective listening technique
also helps in focusing and paying attention towards the person speaking leading in mentally
preparing according to the response and aiding in lowering down conflicts. Under this strategy of
conflict coaching additionally helps in dealing with generating various skills which may be
required to effectively handle and lowering down any possibility of issue of conflict which may
arise. Furthermore, this method also aims at removing any challenges which may occur in any
teamwork resulting in higher and more efficient working.
Questioning: Another important technique which tend to assist in lowering down
conflicts by knowing about several people and asking various differentiated questions from
them. For effectively support any constructive resolution of conflict requires commitment for

using creativity generating questions which simply resembles as using of 'open-ended' questions.
This may tend to provide information about the topic and ends up in resolving any upcoming
conflicts. Questioning also provides an addition of solving any conflict with preferably asking
and providing answers to those question leads in an effective communication, problem
resolvance and effective working of organization.
Feedbacks: By using this technique of conflict coaching aims to deal with giving and
proving feedbacks appropriately and according to the situation raised (Sahoo and et.al., 2021).
As with the help of this method one may simply delivers efficiency in stopping and resolving any
conflict or challenge. When employees handle feedback effectively, helps in improving area or
culture where disagreements or conflicts were handed openly and directly. With the effective
usage of feedback one may greatly help in clearing picture and maintaining transparency
between the workers so that smoothly working may take place with an immediate effect.
Clarifying: Under this technique focus on clarifying any rising conflict so that it may
help in proper and effective functioning. As under this method the coach tend to lower and stop
any conflict by properly identification and gaining clear understanding of topic. This strategy
may provide with properly and effectively solving of any issue and conflicts with delivering out
clarified thoughts or results to solving them. With using method also provide in lowering down
conflicts smoothing of working and firm and management group goal achievement.
Models use for improving performance
Plan, Coach, Evaluate and Reward Model: Also known as performance management
model aims to establishing understanding of between expectations and performance of plan
(Performance Management Model (PCER), 2021). As this model aims to focus on improving the
performance of an individual with proper planning, Evaluating, Coaching and getting rewards.

Plan: The very first step of performance management done with planning about
supervisor reviews workers position, competencies and creation of goal for team to achieve. This
also aims to providing assist in establishment of understanding between real performance and
expectations.
Coach: As under this the leader or supervisor tends to provide various coaching and
feedbacks to employees successfully achieve goals. The team leader and worker both may tend
to track down after the coaching and creates notes about the performance evaluation.
Evaluate: For improving the individual performance the team leader or supervisor focus
on different elements of self assessment and evaluation like performance notes, feedbacks and
many. With knowing about the areas of strength and improvement the worker may able to focus
and evaluate according to that.
Illustration : Performance Management
(Source: Performance Management Model
(PCER), 2021)

Reward: Under the last step the supervisor check and evaluate the performance of all
employees who have improved and reward them accordingly.
Training and Development: One of the major and mostly utilized model for improving
performance as under this the company or supervisor tends to provide their workers with various
training so that they may able to develop many skills according to the requirements. As under
this process meant for operatives and processes while development is designed for continuous
process meant for executives. With the proper utilization of this model an individual may tend to
improve their knowledge and skills which aids in improvement. This provides benefits with
improving the capacity for acquiring new techniques and technologies by learning and grabbing
them. As well as also tend to improve and maintaining new skills required by an individual for
continuous development.
CONCLUSION
From the report it has been concluded that conflict management is an important term in
improving the efficiency, continuous improvement and personal goal achievement. The analysis
showcase about conflict management and its uses for resolving any issues or situation of conflict
or work. Furthermore, the report also gives information about a clear understanding of coaching
and its benefits required. As well as it also shows about the appropriate utilization of coaching
techniques. Lastly, analysis showcase about various models that may be utilize for improving the
performance of an individual at work.

REFERENCES
Books and journals
Broukhim, M. and et.al., 2019. Interprofessional conflict and conflict management in an
educational setting. Medical teacher. 41(4). pp.408-416.
Grzyl, B., Apollo, M. and Kristowski, A., 2019. Application of game theory to conflict
management in a construction contract. Sustainability. 11(7). p.1983.
Dalal, A., 2017. An Exploratory Study on Conflict Management with the Perspective of
Education as a Variable. Australian Academy of Business and Economics Review. 3(1).
pp.13-26.
Hann, D., Nash, D. and Heery, E., 2019. Workplace conflict resolution in Wales: The unexpected
prevalence of alternative dispute resolution. Economic and Industrial Democracy. 40(3).
pp.776-802.
Reising, D. L. and et.al., 2017. An analysis of interprofessional communication and teamwork
skill acquisition in simulation. Journal of Interprofessional Education & Practice. 8.
pp.80-85.
Ozyilmaz, A., Erdogan, B. and Karaeminogullari, A., 2018. Trust in organization as a moderator
of the relationship between self‐efficacy and workplace outcomes: A social cognitive
theory‐based examination. Journal of Occupational and Organizational Psychology.
91(1). pp.181-204.
Sahoo, B. and et.al., 2021. Role of mineral mixture supplementation in enhancing productivity
and profitability of peri-urban dairy farming. Indian Journal of Animal Nutrition. 38(1).
pp.41-47.
Online
Performance Management Model (PCER). 2021. [Online]. Available Through:
<https://employees.tamu.edu/talent-management/performance-management/pcer.html>