Constructive Conflict Resolution: A 3-Month Professional Coaching Program Guide

1. Program Introduction & Benefits

This program is a structured, 3-month coaching intervention designed for professionals to build durable, constructive conflict-resolution skills. It integrates the proven, future-focused CINERGY™ Conflict Coaching Model with experiential learning and direct on-the-job application, moving participants from conflict avoidance to confident, skilled engagement.

Strategic Benefits for Professionals:

1. Enhanced Leadership & Influence: Develops the emotional intelligence and communication skills necessary to lead through disagreement, build consensus, and influence outcomes positively.
2. Increased Productivity & Reduced Stress: Equips participants to address issues directly and early, minimizing the time, energy, and project delays caused by unresolved interpersonal friction.
3. Improved Relationship Capital: Fosters stronger, more trusting professional relationships by transforming conflict from a source of tension into an opportunity for deeper understanding and collaboration.
4. Career Resilience & Agility: Builds a critical "power skill" that is highly valued across roles and industries, increasing an individual's adaptability and value within complex organizational environments.
5. Positive Team Culture Contribution: Empowers participants to model constructive behaviors, contributing to a team culture of psychological safety where diverse perspectives can be shared openly.

2. Program Expansion Strategy

Evaluation: This is a Coaching Program. The research data explicitly calls for a coaching framework (CINERGY™) and coaching support. Therefore, a supplemental Mentorship layer is not the primary recommendation. However, to amplify long-term habit formation and cultural integration, a Peer Accountability Pod structure is recommended.

Why it Adds Value: While professional coaches provide skill-building and structured guidance, peer pods create a sustainable, low-stakes community of practice. They offer ongoing reinforcement (ADKAR's "Reinforcement" stage), normalize the discussion of conflict, and provide a safe space for continued practice and problem-solving after the formal coaching ends.

Implementation Note: In the final month (Milestone 5), form small, cross-functional groups of 3-4 participants. Provide them with a simple, recurring agenda (e.g., monthly check-ins) focused on sharing challenges, celebrating successes using new skills, and practicing peer coaching using provided question stems. This leverages the "20%" from the 70-20-10 model for sustained learning.

3. Implementation Roadmap

Launch Phase Checklist

1. Define & Communicate: Finalize program branding ("Constructive Conversations," etc.) and communicate clear eligibility criteria and benefits to target professionals and their managers.
2. Participant Intake: Conduct brief intake interviews to confirm commitment, identify 1-2 real workplace conflicts to work on, and set expectations.
3. Baseline Assessment: Administer the Thomas-Kilmann Conflict Mode Instrument (TKI) and a custom conflict-competence self-assessment survey.
4. Coach & Tool Onboarding: Assign participants to coaches, schedule kick-off sessions, and provide access to all digital platforms (LMS, Coaching Software).
5. Kick-off Workshop: Host a live virtual session to build cohort connection, introduce core mindset concepts, and launch Module 1.

Tracking & Operations

• Weekly Cadence: Participants engage in a blend of self-paced micro-learning (LMS), one 45-60 minute coaching session every other week, and completion of practical assignments.
• Central Dashboard: Use Coaching Software to track participant progress against milestones (e.g., "Conversation Plan Submitted," "Real Conversation #1 Completed"), session attendance, and assignment completion.
• Coach Sync: Facilitate bi-weekly syncs for coaches to discuss challenges, share best practices, and ensure consistency in applying the CINERGY/GROW frameworks.
• Mid-Point Pulse Check: At Week 6, deploy a short survey to gauge participant confidence, gather feedback on program pacing, and identify any need for additional support.

Success Measurement

Quantitative KPIs:

• Individual Skill Shift: ≥20% average increase in post-program self-rated conflict competence scores (Likert scale).
• Behavioral Application: 100% of participants complete at least two structured, real conflict conversations using program tools by Week 10.
• Program Health: ≥90% session attendance and ≥85% assignment completion rate.
• Organizational Proxy (if possible): Track number of related HR mediation requests from participant teams for 3 months pre/post; target is a reduction or stable trend despite increased direct engagement.

Qualitative Feedback Mechanisms:

• Participant Case Studies: Submission of a detailed write-up for one key conflict, outlining the situation, applied framework, outcome, and personal learning.
• Structured Exit Interviews: Conducted with a sample of participants to capture narrative on mindset shift and skill application.
• Manager Feedback: Optional 360-degree input solicited at program end via a short survey focused on observed changes in the participant's communication and conflict approach.

4. Approved Tools List

1. Coaching Software: Primary Tool. This is non-negotiable for managing coach matching, scheduling, session notes, goal (CINERGY goal) tracking, and monitoring milestone completion across all participants in a confidential setting.
2. LMS (Learning Management System): Primary Tool. Hosts all asynchronous content: video lessons on micro-skills, explainers on TKI and CINERGY, downloadable templates (conversation planners, reflection logs), and houses pre/post self-assessments.
3. Personality Test: Specifically, the Thomas-Kilmann Conflict Mode Instrument (TKI). Used as a core diagnostic tool in Week 1 to build self-awareness and again at the end to measure behavioral range expansion.
4. Internal Social Network: Optional Supplemental Tool. Can be used to host optional cohort-wide discussion forums, share success stories (anonymized), and facilitate the post-program Peer Accountability Pods.

Justification: Coaching Software and the LMS form the essential operational and content delivery backbone. The TKI is a validated, industry-standard instrument perfectly aligned with the program's goals. An Internal Social Network supports community building and sustainability, aligning with the peer pod expansion strategy.

5. Resource & Content Library

Training Content for Coaches

• Guide: "Facilitating the CINERGY™ Model within the GROW Framework: A Coach's Handbook."
• Video Series: "Coaching Demonstrations:" Handling client resistance, exploring emotions safely, and guiding interest-based problem-solving.
• Toolkit: "Power Dynamics & Escalation Pathways:" A guide for coaches to help participants navigate hierarchical or sensitive conflicts.
• Article Collection: Curated research on adult learning (70-20-10), behavioral change (ADKAR), and psychological safety in coaching conversations.
• Session Planning Templates: Structured templates aligned to program milestones for consistent yet flexible session design.

Training Content for Coachees

• Interactive Module: "Decoding Your TKI Profile:" Understanding personal default styles and their impact.
• Video Library: "Micro-Skill Drills:" Short, sub-5-minute videos modeling active listening, emotion validation, and empowering questions.
• Templates: "Conflict Conversation Planner" (CINERGY/GROW hybrid), "Post-Conversation Debrief Worksheet," and "Personal Conflict Trigger Log."
• Workbook: "Building Your Personal Conflict Playbook:" A step-by-step guide to document scripts, preferred questions, and strategies for different conflict scenarios.
• Readings & Case Studies: Articles on the cost of conflict avoidance, benefits of constructive conflict, and anonymized case studies of successful resolutions.