I am coaching a direct on how to engage in needed conflict. He is taking on a lead role on a large project team. He received feedback from some of his teammates that he avoids needed conflict and they are looking for him to engage in conflict when issues arise. On a positive note, his teammates give very high praise for his team collaboration skills.
We are working on a coaching model to help him develop his conflict engagement behavior without sacrificing his collaboration skills. Does anyone have any ideas on resources (step 5 of the Manager Tools Coaching Model: books, courses, tools, etc.) that he could use to help in his development? The direct is a very high C so any resources that provide a conflict engagement model or process would be the most beneficial. The direct was proactive and has already found a mentor to help him with his development.
Thank you, Kent Allen
While it's not strictly
While it's not strictly about conflict, "The Five Dysfunctions of a Team" by Patrick Lencioni deals with the fear of conflict as one of the 5 dysfunctions. I'm working with my team on the concepts in the book and am finding it a great help. Not everyone likes Lencioni's style, but it's an easy read.
I've found the book "Crucial
I've found the book "Crucial Conversations" by Kerry Patterson to be a very helpful resource; loaded with many practical examples.
Both good and appropiate books
Both books are excellent and quite complementary to one another. Crucial conversations tell you how to do it and the five disfunctions of a team provide a convincing argument of why bringing conflict is so important.
The foundation in Both approaches is trust (establising safety as stated in crucial conversations). So two books That give advice on establising trust are the speed of trust and smart trust by stephen m. R. Covey.
Let us know how the coaching goes and how the direct evolves into it. I am coaching a direct on the exact same issue. Knowing it and accepting it is the first step, moving towards implementation is harder.