→ Peer-to-Peer Coaching: Ultimately, much of the way conflict is handled
comes from a solid foundation between peers. Pair off teammates and
have them discuss their relationship with conflict, then come back as a
group and incorporate successes and setbacks in the form of a shared
goal document. This way, teammates can reflect on growth during the
meeting and use it to guide growth going forward.
Suggested Learning Projects:
→ Tangible Successes: Have everyone reconvene next week to discuss
one success with engaging in conflict, and one setback they had with
conflict. Assign this learning project at the end of your first meeting.
→ Directive Coaching: For everyone to be on the same page when it
comes to looking for successes and setbacks as it relates to feedback,
use Directive Coaching to summarize your GOAL and Peer-to-Peer
Coaching. Give your employees specific behaviors, skills, and actions
that they need to look for that reflects positive engagement with conflict.
Supplemental Coaching Strategies:
→ Reflective Coaching: Have everyone on the team summarize two
successes and two ways they intend to improve engaging with conflict
in an email and send to everyone on the team.
→ Non-Verbal Coaching: Encourage teammates to support strengths
among teammates by leaving positive messages on sticky notes on
their desks. Ultimately, the goal of engaging in conflict is to strengthen
team bonds in order to achieve shared goals.
Made with FlippingBook Ebook Creator