Conflict
Green Light: Let’s Get Going
1. Assuming practice and coaching conversations have commenced over time and someone is still struggling to have such conversations no matter the reason (they’re nervous or are too abrupt), it is wise to draw a line in the sand by saying the following: We need to have these conversations more readily and thoughtfully, and hearing that, I want to hear what you are willing to do and what steps you think we need to take to facilitate that in a very short time period for the betterment of your personal development and the rest of your team. 2. After their response, ask what other things they can do to facilitate support of this area of their personal improvement.
Yellow Light: Needs Attention
1. Assuming there’s a knowledge component in place such as the steps to have a conversation of conflict thoughtfully and professionally, then practice and repetition come into play. Most people will not practice yet if you have someone fearful or lacking confidence when it comes to conversations of conflict it is wise to embed practice sessions in your coaching conversations. 2. For feedback, use a ratio of three to one. Three pieces of feedback, with what they did well in terms of their strengths, and one where they still have an opportunity to improve.
Red Light: Needs Immediate Attention
1. Assuming practice and coaching conversations have commenced over time and someone is still struggling to have such conversations no matter the reason (they’re nervous or are too abrupt), it is wise to draw a line in the sand by saying the following: We need to have these conversations more readily and thoughtfully, and hearing that, I want to hear what you are willing to do and what steps you think we need to take to facilitate that in a very short time period for the betterment of your personal development and the rest of your team. 2. After their response, ask what other things they can do to facilitate support of this area of their personal improvement.
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