When might conflict coaching help?

You may be struggling to decide what to say, finding that conversations repeatedly go wrong, or feeling stuck because someone else is unwilling to engage.

• A working relationship has become strained or communication has broken down.
• You want to prepare for a difficult conversation with a colleague, manager or business partner.
• You are considering mediation and want to think through your concerns and options.
• Another person is not willing to mediate, but you still want to consider what you can do.
• You want to reflect on how you respond to conflict and try a different approach.

The focus is on helping you consider your own choices. Coaching cannot control another person’s behaviour or secure their agreement.

What might we work on?

The conversation starts with the situation as you understand it and what you would find useful. Depending on your needs, it may involve clarifying the issues that matter most, exploring assumptions, considering other perspectives or preparing how to raise a concern.

We can help you think about what is within your control, the options available and the possible consequences of different responses. You remain responsible for deciding what to do.

There is no requirement to arrive with a complete account or a predetermined solution. An initial discussion can help establish whether coaching is appropriate and what support to propose.

How does coaching differ from mediation?

Mediation involves an independent mediator helping participants work towards a resolution together. Conflict coaching provides individual support with a person’s own understanding, communication and choices.

It may help someone prepare for mediation, but it is not a way of negotiating an agreement on behalf of an absent person. Nor is it an investigation into who is right or whose allegations are proved.

Where coaching and mediation form part of the same wider assignment, the roles, confidentiality arrangements and suitability of those providing the support need to be clear before proceeding.

Workplace Mediation · How we work

If an organisation commissions the coaching

We discuss the purpose of the work with the organisation and the individual. It is important that the participant understands the proposed support and what, if anything, will be reported back.

Confidentiality, any necessary limits and reporting arrangements should be agreed beforehand. Paying for coaching does not in itself entitle an organisation to an account of everything discussed privately.

Coaching should not be used to avoid necessary investigation, safeguarding or other formal responsibilities. We can discuss how it might fit alongside an existing process where appropriate.

Who provides conflict coaching?

Antony Sendall is a qualified coach and offers conflict coaching alongside his mediation work. Sue Granshaw’s work also includes conflict coaching, drawing on her experience in employee relations, HR consultancy and mediation.

Alan Dillon also brings extensive coaching experience.

We can discuss the situation and who would be appropriate to provide support.

Antony Sendall · Alan Dillon · Sue Granshaw

Sessions, format and fees

We agree the proposed scope, format and fee with you before work begins. The number and length of sessions should reflect the support required; we do not assume that every situation needs the same programme.

We can discuss online or in-person arrangements. The indicative two-party Workplace Mediation fee on our costs page is not a conflict-coaching tariff.

Our approach to fees and practical arrangements →