Posted on March 5th, 2024

Can companies leverage coaching to improve organizational behavior as a conflict resolution approach?

Conflict is an inevitable aspect of workplace dynamics. Its a word that sends shivers down the spines of many HR professionals and managers. Disagreements between colleagues, is inevitable in todays diverse workplace. Yet, unresolved conflict can create a toxic environment leading to a cascade of negative influences: plummeting productivity, skyrocketing employee turnover, and even legal repercussions. According to a study by CPP In., U.S. employees spend approximately 2.8 hours per week dealing with conflict resulting in $359 billion in paid hours annually. Moreover the American Institute of Stress reports that workplace conflicts are the primary source of stress for American adults, contributing to health issues and absenteeism.

Traditional conflict resolution methods often fall short in addressing underlying issues and fostering long-term solutions. The good news companies can leverage a powerful tool to navigate these stormy waters: Coaching. Coaches act as impartial facilitators, guiding employees through a structured process to identify the root causes of conflict, expose alternative perspectives, and develop constructive solutions. Coaching goes beyond mere training. It equips individual with the self-awareness and the skills necessary to not only address conflict constructively, but also prevent future issues from arising. A survey conducted by the International Coaching Federation (ICF), found that 60% of respondents reported improved communication skills after receiving coaching, while 51% experienced enhanced work performance.

The Underlying Current : Organizational Behavior and Conflict

To effectively address conflict we need to understand its root cause- organizational behavior. Factors like communication styles, leadership approaches, and workplace culture all play a significant role in how conflict manifests.

Imagine a team with a hyper-competitive culture. Some might see conflict as a sign of weakness, leading employees to shy away from open communication and harbor resentment. Conversely a team riddled with passive-aggressive communication might struggle to express concerns directly, resulting in misunderstandings, and simmering tensions.

Charting a New Course: Coaching for Conflict Resolution

So, how can coaching navigate these turbulent waters?

• Building the Lighthouse of Self- Awareness: This involves identifying personal triggers and communication styles. By understanding their own role in conflict, employees can adjust their approach and become more proactive problem-solvers.
• Communication Powerhouse: Communication is the master key to conflict resolution. Through coaching, individuals hone their active listening skills and explore assertive communication techniques, that allows them to express their concerns clearly, respectfully while remaining receptive to others perspectives.
• Raising the Emotional Intelligence Sails: Emotional intelligence (EQ) allows individuals to regulate their emotions effectively. Research conducted by Talent Smart found that EQ is responsible for 58% of job performance, including conflict resolution skills. A study by the Center of Creative Leadership found that leaders with higher levels of EQ are more successful in managing conflicts within teams, resulting in lower turnover rates and higher employees retention.
• Exploring Conflict Management Styles: There's no "one size fits all" approach to conflict. A survey conducted by CPP Inc. found that 33% of employees prefer to avoid conflicts altogether, while 29% tend to accommodate others needs to resolve conflicts. Research also suggests that gender can influence conflict management styles. According to a study published in the Journal of Organizational Behavior, women tend to use a more collaborative approach to conflict resolution, while men are more likely to adopt a competitive/avoiding style.
• Forging a Strong Ship: Team Building: Coaching isn't just for individuals, it can be used at a team level to foster collaboration and trust. Reaching Calm Waters: Upside of Coaching
• Smooth Sailing Increased Productivity: Studies have shown a direct correlation between resolved conflict and a more positive and productive work environment. A 2022 study by The American Psychological Association (APA) found that unresolved conflict can decrease productivity by up to 80% (APA Work and Well- Being)
• Reduced Crew Turnover: A toxic work environment is a major driver of employee turnover. Coaching can help create a more positive, and respectful workplace leading to increased employee retention.
• Sharpened Decision-Making: Effective communication and collaboration fostered by coaching paves the way for better decision-making within teams.
• Innovation Takes the Helm: When employees fee safe expressing their ideas, and concerns, it fosters a culture of innovation. This can lead to the development of new products, services and solutions.In today's fast paced and diverse work environments, (remote ) globalization with teams operating in different time zones, and countries, our work landscape has significantly changed, and poses many new challenges. This has been adding more pressure on individuals, teams, and organizations to perform while unable to adapt to these changes, resulting in conflicts. Effective conflict resolution is essential for organizational success and employee well-being. By embracing coaching as a strategic tool, companies can transform workplace conflicts into opportunities for growth, innovation and positive change. By investing in coaching for conflict resolution not only improves organizational behavior, but also yields tangible benefits in terms of productivity, engagement, and retention."The better able team members are to engage, speak, listen, hear, interpret, and respond constructively, the more likely their teams are to leverage conflict rather than be levelled by it"- Runde and Flanagan