Initial Learning Brief- Conflict Coaching Essay Example

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Initial Learning Brief- Conflict Coaching

Question 1

Conflict coaching is one of the essential subjects with intriguing facets in the course of my professional development. The subject requires substantial experience, skills, and knowledge in order to succeed effectively and efficiently. I have adequate knowledge, experience, and skills to facilitate my success in the subject. Conflict coaching is about the adoption and implementation of the most effective ways to prevent, manage, and resolve workplace as well as team conflicts and disputes with an intention of generating harmonious workplace. I also know of the need to undergo extensive conflict coaching training in relation to challenging situations thus helping an organisation or individual to get back on track after a crisis. This is through provision of support to prevent as well as minimise the emerging conflict issues. The process of conflict coaching requires the acquisition of skills to prepare and structure appropriate action. In addition, it is also essential to explore creative and effective mechanisms for the management of workplace conflict (Noble, 2008).

Furthermore, I have adequate information on the core principles of conflict coaching. In the first instance, the client has the obligation of setting the agenda because of the aspect of coaching being a partnership of an equal and confidential relationship. Moreover, the individual undergoing the coaching must have the resource to change because the process relates to change and action (Brinkert, 2006). Conflict coaching is an essential approach because of the opportunity to address the whole person. I would exploit this information, experience, and skills to understand further concepts of conflict coaching in relation to this subject.

Question 2

In the course of taking this subject of conflict coaching, I am optimistic in harmonising my skills, experience, and knowledge in relation to handling conflict issues. I expect to learn about diverse techniques, approaches, and mechanisms towards realisation of effective and efficient conflict coaching. This is because of the diversity of the conflicts and disputes in the modern society thus the need to adopt and implement an appropriate mechanism towards handling the needs and preferences of the parties at war with each other. In addition, I expect to learn the influence and impact of conflict coaching in the modern workplace contexts with an intention of developing a career in problem identification and solving in the essence of business entity. Similarly, I expect to learn about the emerging issues and problems as well as obstacles in relation to problem solving in the modern society. This is essential in the professional development as well as increase in the expertise levels in handling different problems and issues at workplace for effectiveness and efficiency in the service delivery.

In order to achieve these expectations, I would focus on the integration of diverse mechanisms in the course of learning. This is through taking part in course discussions and executing my assignments in accordance with the objectives and learning outcomes. In addition, I will make good use of the learning materials or course readings to have substantial opportunity in enhancing my expertise, skills, and knowledge on the concept of conflict coaching. Furthermore, I will expect to achieve these goals and objectives through improved understanding of the emerging concepts and issues in relation to conflict coaching thus the critical execution of out of course studies.

Question 3

I have had some critical situations requiring the intervention of my father. I had the urge to overcome my performance issues with high school education program. In order to overcome this, I had a fruitful discussion with my father on the need to improve my performance thus the opportunity to face the obstacle in the pursuit of educational goals and objectives. The interaction with my father was essential in the improvement of my perception as well as attitude towards learning and acquisition of the concepts in high school context. In the course of the learning period, I had the perfect chance to transform my attitude towards learning as well as participation in the course activities and learning outcome for the achievement of the goals and objectives.

In the first instance, I was uncomfortable discussing the issue with my father. Nevertheless, I gained substantial confidence in handling the issue with my father thus an opportunity to enhance my performance in high school context. I think this is one of the best things to have ever happened to my career development. My father had the opportunity to coach me on how to tackle factors and obstacles hindering my performance in school. This is through utilisation of vital examples as well as encouraging and motivational interactions on the need to overcome the issue. It is also essential to note that the coaching process was valuable because it was with someone I had known for many years while growing up as an individual. From this perspective, I had the opportunity to incorporate the outcome of the coaching process to improve my performance in school.

In the course of handling this issue, my father focused on the execution of diverse things that were helpful toward the achievement of the goals and objectives. One of the essential issues was the evaluation of the source of the problem prior to assessment of the potential mechanisms of handling my problem or situation (Spencer and Hardy, 2010). The approach was essential in my motivation toward the achievement of the set goals and targets while pursuing education. The encounter was ideal towards enhancing my concentration and motivation to do well in the pursuit of education. The approach was also critical towards forming valuable relationship between my father and I thus crucial support in the pursuit of educational goals and objectives.

Question 4

Conflict coaching and mediation are two critical types of the alternative dispute resolution. It is essential to note that conflict coaching is a goal-oriented approach in which the coach is working one-on-one with a client with the aim of untangling the conflict. This is through development of effective and efficient conflict behaviours and skills. On the other hand, mediation refers to the confidential forum enabling multiple parties in the dispute to share their concerns, perspectives, and interests with each with an intention of achieving harmony rather than continuous dispute. In mediation, the trained mediator must act as the neutral and impartial third party with the aim of helping individuals and teams to discuss their issues and conflicts in effective and efficient manner (Tidwell, 2001).

The mechanism requires mutual agreeable solutions to the conflict. Both mechanisms are applicable in business, divorce, separation, and parenting contexts. Nevertheless, it is essential to note that conflict coaching is most applicable in the workplace contexts with the aim of generating harmonious relationship among the employees in the pursuit of organisational goals and targets in relation to the market and industry of operation (Tidwell, 1997). Similarly, mediation is mostly effective in family issues or parenting encounters with an intention of promoting healthy interaction among its members. From this perspective, I would consider recommending conflict coaching for the business entities aiming to develop and implement elements of conflict coaching to improving interaction and peaceful association among the employees. On the other hand, it is ideal for the family members and close relatives to focus on the utilisation of the essence of mediation to achieve the goals and objectives of the conflict resolution.


Brinkert, R. 2006 “Conflict Coaching: Advancing the Conflict Resolution Field by Developing an Individual Disputant Process” Conflict Resolution Quarterly, Vol 23, no. 4 Summer, pp. 517-528

Noble, C. 2008. “Conflict Coaching: An Emerging Trend in the ADR World”, paper presented at the Asia Pacific Forum Conference 2008, Malaysia.

Tidwell, A .1997 “Problem Solving for One” Mediation Quarterly, Vol. 14, no. 4, Summer, pp. 309 – 317.

Spencer, D and Hardy, S. (2010) Dispute Resolution in Australia, 2nd ed, Thompson Reuters
Tidwell, A. 2001 “A Preliminary Evaluation of Problem Solving for One” Mediation Quarterly Vol, 18, no.3 Spring, pp249-257.