Deciding When to End the Conflict Conversation
Suggested Strategy: Rumination can be fuel to the fire when it comes to conflict — so as a team, agree to figure out how to address when to end the conversation about conflict in order for it to settle itself. We, as managers and leaders, usually want the fastest route possible when it comes to solving problems, including conflict. Often, conflict may take longer to resolve than you’re comfortable with, but there are moments that require it to settle itself. Frame the employee/employees (this map can be used in either a one-on-one or group coaching conversation) that you are coaching with knowing when to stop the conversation.
Suggested Questions:
Î Risk Question: What risk do we assume when we keep rehashing a subject that is conflict-based? Î Self-Actualized: What will you do to successfully decide when to end the conversation about conflict?
Suggested Activities:
Î Role Play: Have your employee/employees go through a role play scenario where you are in a conversation about a topic that you’ve had multiple conversations about when it comes to conflict. Have the employee, at the end, describe what they were feeling when they had to answer questions they’ve been asked before, or what responses they want to give when they’ve been asked the same questions before, etc.
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