Other ADR mechanisms include facilitation, conciliation, ombudsmen,
restorative justice processes, peer review panels, arbitration
and collaborative law. Conflict management coaching is a relatively
new addition to the wide spectrum of techniques in the ADR field.
Three more real-life scenarios further distinguish mediation and
conflict management coaching. In these situations, the people involved
may benefit from coaching, mediation or both. Chapter 6
explains how these processes may be done separately or in tandem.
Karen was promoted to a management position six months
ago. In the past month, three staff members complained to
her boss Ted, saying Karen’s micromanagement style was
stifling them and that she argues with them when they ask
for more voice on a number of matters. Ted conveyed this
information to Karen, who reacted strongly, pointing out
various bad habits that her staff members demonstrate, requiring
her to “manage them tightly.” A disagreement with
Ted on the topic of management styles ensued. Karen left the
meeting in a huff, and is now concerned that her response to
her boss was career-limiting.
George and Luis are co-workers who have not gotten along
well since they began working together a year ago. Communication
between them has been deteriorating over the
past few weeks, and George realizes that the tension is having
a huge impact on him. He now dreads going to work. George
shared his concerns with two co-workers whom he trusts.
One co-worker suggested mediation. The other suggested
George see a conflict management coach.
Both Brian and Janice asked to be the lead on their company’s
new project, AND their boss decided to appoint them as coleaders.
This situation has resulted in much tension between
them. Initially, Janice and Brian both made an effort to work
out their differences to help the project succeed. However,
they are now openly arguing, and their colleagues are beginning
to take sides. Janice is ignoring Brian, who does not
want to go to the boss about this situation.
Which method should these disputants choose-conflict management
coaching or mediation?
Coaches reading the above scenarios are likely to consider the
advantages of individual coaching; mediators will likely suggest that
mediation would provide a forum for both parties to resolve their
differences together.
Either of these two methods-mediation or coaching-may be a
viable option in the above scenarios. However, Karen may not like the
idea of having a mediator assist her and her boss, and neither may her
boss. Karen may prefer coaching on how co initiate and structure a
conversation with Ted to rectify matters between them. She may also
want to work on regulating her emotions, which typically escalate to
her detriment when she perceives she is being criticized. Additionally,
she may want some coaching on how to improve her management
style to avoid similar problems with her staff in the future.
George may want the opportunity to talk with a coach to figure out
what is happening between him and Luis without a third party’s assistance.
He may decide to continue with coaching if he wants to manage
the situation himself On the other hand, he might like the idea of
their manager or a mediator facilitating a dialogue between them.
Brian may seek individual assistance to consider the best approach
for improving communication between Janice and himself Because
he does not want to involve their boss, coaching may suit him more.
