To address conflict in a group coaching session, I would first identify the conflict level whether it is a Discomfort, Disagreement, Misunderstanding, Tension, or Crisis. At Discomfort, I generally ask open-ended questions to surface concerns (e.g., “I sense hesitation; would anyone like to share?”). For Disagreement, I encourage detailed clarification. For Misunderstanding, rely on data to back up perspectives. At Tension, de-escalate to lower levels by fostering respectful dialogue. While Crisis is rare, it can be managed by gradually reducing tension. Key strategies include open-mindedness, mutual respect, asking open-ended questions, and valuing all perspectives to ensure collaboration.

When conflicts arise during group coaching sessions, I focus on acknowledging the issue while maintaining a neutral stance, ensuring all participants feel heard and understood. Setting clear ground rules early, helps establish a respectful and productive environment. Also, I encourage structured, solution-focused dialogue to guide participants toward clear understanding & collective growth. Some of these approaches worked best for me in resolving group conflicts and getting them align towards self and company growth.

Handling conflicts in group coaching sessions requires calmness, empathy, and structured facilitation. Begin by acknowledging the conflict and validating participants' feelings to foster openness. Revisit group agreements to remind everyone of respectful communication norms. Use "I" statements to encourage non-accusatory dialogue, and actively listen to understand perspectives. Reframe discussions to highlight common goals and redirect focus to solutions. If tensions run high, provide time for reflection or break into smaller groups for deeper conversation. Conclude positively, summarizing progress and reinforcing collaboration. Reflection after the session helps refine conflict management strategies.

It happens often when you are coaching high performers, but as a coach we need to remember our role in the session is to coach them not to mentor them, inorder to coach them in conflict situation, we need to follow the basics, follow the framework, ask question to have deep listening and to create awareness and a sense of responsibility.

In healthcare career and business coaching, managing conflict involves setting clear guidelines for respectful communication, addressing issues early, and maintaining neutrality. Encouraging open dialogue helps participants share professional challenges, while identifying root causes fosters understanding of shared goals, such as improving patient care or business outcomes. Coaching techniques like reframing and solution-focused questioning help navigate disagreements constructively. Promoting emotional regulation and turning conflicts into learning opportunities equip participants with essential skills for leadership, collaboration, and professional growth, ultimately enhancing both career satisfaction and business success.