Consulting
My consulting practice specializes in engaging conflict at work.
Conflict in the workplace managed poorly costs organizations millions of dollars each year due to missed deadlines, poor quality, diminished productivity, high stress, low employee morale, and compromised teamwork.
Yet conflict handled effectively is the engine for innovation. I have learned over the years that without conflict there would be no energy for change, no creative spark. The challenge is transforming that energy into positive mindsets, behaviors and results. The opportunity is to help people engage conflict and their differences productively.
My approach
I use a variety of approaches to shift conflict into experiences for learning, to surface the combined wisdom of the group, and to craft lasting solutions to complex problems. I mediate and facilitate disputes between co-workers, transform dysfunctional teams into high-performance teams, and facilitate labor-management negotiations.
Training in collaborative problem solving offers work groups a common language and approach for addressing difficult issues early. Mediation and negotiation, whether formal or informal, provide structure for people to work towards negotiated resolutions and improve future performance.
I use a variety of approaches to shift conflict into experiences for learning, to surface the combined wisdom of the group, and to craft lasting solutions to complex problems. I mediate and facilitate disputes between co-workers, transform dysfunctional teams into high-performance teams, and facilitate labor-management negotiations.
Training in collaborative problem solving offers work groups a common language and approach for addressing difficult issues early. Mediation and negotiation, whether formal or informal, provide structure for people to work towards negotiated resolutions and improve future performance.
Be proactive: Create a coaching culture
How can you proactively create a healthy workplace culture where conflict is a productive force for good?
Managers are the lever of change in organizations. The old model of command and control management no longer works. Managers need to transform and engage the thinking power of their employees. Instead of telling their employees what to do, coaching managers tap into the leadership capacity of their employees by helping them solve their own issues, innovate solutions and take action.
Managers who coach are more effective leaders when measured by the output of their team. A coaching approach unleashes team innovation, accountability and performance.
Creating a coaching culture usually starts by coaching leaders within the organization so they can clarify their values, gain insights into their strengths and development areas, and claim how they want to show up as leaders in their organization.
There are three steps that support a coaching culture:
- Coach executives and managers
- Coach leadership teams
- Teach managers how to coach and engage their employees
There are three steps that support a coaching culture:
1. Coach executives and managers
2. Coach leadership teams
3. Teach managers how to coach and
engage their employees
Let’s talk to explore how we can bring the positive power of a coaching culture to your organization.
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