Conflict coaching is an informal process by which a coach attempts to assist one or more parties in navigating and resolving conflict.
If all parties to the conflict choose to participate, the coach may employ techniques from transformative mediation to guide the parties in understanding one another’s concerns, interests, and needs. In this way, the parties can address the issues that are underlying the conflict at hand.
Coaching can also be provided one-on-one. It is remarkable how much difference can be made when even one party to a conflict seeks professional assistance. When one person improves their communication skills and makes adjustments to their own attitudes and behaviors, the other party will often make positive changes in response. Moreover, even when the other party does not make positive changes in response, the party receiving the coaching can find appropriate ways to de-escalate conflict and protect their own needs and interests.
The standard pricing structure for individuals and organizations seeking coaching services is available here.
Additionally, Accord Solutions also offers coaching and support packages to organizations that want to make these services available to their employees on a regular basis. For example, companies may state in their employee handbook that these services are available or authorize their managers or human resources professionals to identify situations where the services would be beneficial. These packages are customized for the organization and can function similarly to workplace ombudsman programs.
As a more formal alternative to conflict coaching, Accord Solutions offers Mediation services. We advise clients to choose between mediation and conflict coaching based on the criteria in the left column of the following chart:
| Mediation | Conflict Coaching | |
| Likelihood of Litigation | Statutory privilege applies to prevent mediation communications from being subpoenaed or otherwise used in litigation | No statutory privilege applies to coaching communications. However, coaching sessions are treated as confidential and limited written information is retained by the coach. |
| Acuteness and Severity | Mediation is appropriate where there is an acute conflict needing to be addressed swiftly. | Coaching is appropriate when a conflict is less acute, such as where parties desire to improve a working relationship but do not have a primary point of conflict in need of urgent resolution.. |
| Preferred Format | Mediation is structured around a single multi-hour mediation event, with preparatory calls and possible follow-up communication. | Coaching is flexible and customizable. It generally consists of one or more hour-long coaching sessions. |
| Willingness of Both Parties | All parties must voluntarily agree to mediate. | Coaching can be provided jointly to all willing parties; however, it is also appropriate where only one party to a conflict desires to participate. |