Facilitation and Conflict Resolution

Mostly, this is about groups or pairs who can’t get past their avoidable barriers and significantly underperform as a consequence.

….in organisations:

Sometimes, external facilitation that is seen to be impartial becomes necessary to create harmony while maintaining constructive tension in the group. Many teams oscillate between destructive tension and indifference – both of which are harmful. Another common challenge is working with ghosts of past events or characters who continue to exert unhelpful influence over the group. Expert and disinterested facilitation is sometimes the only way to get the team to function properly.

…in relationships:

Resolving conflict here can be about reconciliation, re-bonding, and recreating a new form of relationship that can work.

Sometimes this is not possible and what is needed is a “good divorce” or separation. A “good” break-up is essential to protect third parties, particularly children.

…. via individuals:

sometimes, one person brings their conflict to coaching and the work becomes about exposing the anatomy of the conflict. Discovering fresh perspectives will help the individual see the real roots of the conflict, as well as the roles played by various parties in the conflict.