Conflict is inevitable in the workplace, but how we approach it can either reinforce division or open the door to connection and growth. This session introduces a coaching-based approach to conflict resolution that prepares individuals before they ever enter the room together. Rather than beginning with mediation, investigation, or a formal HR process, this model starts with one-on-one coaching that helps each participant slow down, increase self-awareness, gain emotional clarity, and practice the communication skills they will need to show up differently.
Participants will explore how preparing people through coaching changes the tone, pace, and impact of conflict conversations. When individuals arrive grounded and aware of their own role in the conflict, the facilitated conversation becomes less about defending positions and more about rebuilding trust, hearing each other fully, and creating new agreements for how to work together.
This approach has resulted in teams experiencing a deeper level of mutual understanding, accountability, and more honest communication. In many cases, individuals leave not only with the issue resolved, but also with a clearer sense of how they want to lead, communicate, and contribute moving forward. Follow-up coaching then allows them to continue that growth beyond the conflict itself.
The session will explore the coaching structure, practical tools, and human-centered principles behind this model, and how it can be adapted to any organization, regardless of size, structure, or resources.
Attendees will learn:
- How to design a coaching-centered conflict resolution model within an HR or organizational development setting
- Strategies for building buy-in from leaders and participants, especially in conflict-sensitive environments
- Key coaching competencies that help individuals communicate with clarity, empathy, and accountability
- Ways to measure both the relational and cultural impact of developmental interventions on trust, morale, and retention
- How to shift from reactive conflict management toward proactive, people-centered conflict resolution
Learning Objectives:
By the end of this session, participants will be able to:
- Describe a coaching-based approach to conflict resolution that supports individual growth and enhances team dynamics.
- Identify key coaching skills that prepare individuals for effective, emotionally intelligent dialogue in facilitated conversations.
- Explain how a small HR or OD team can implement a conflict resolution model using strategic partnerships and existing resources.
- Evaluate the impact of shifting from disciplinary responses to developmental interventions on employee morale, engagement, and retention.
- Apply lessons learned to begin designing a scalable, people-centered conflict resolution process within their own agency or department.
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Free for members; $25 for non-members.
Session will be recorded. Recording will be made available to members, and paid registrations.
No refunds for paid registrations; you will have access to the recording.
