Which Coaching and Conflict Skills Are Important for a Leader Case Solution
Runde and Flanagan (2008) have examined the competency of leaders in resolving conflicts. The study identified difficulties in managing conflicts. Two types of conflicts also evaluated and discussed from leadership perspective. The first type of conflict is cognitive conflict, and the other one is affective conflict. Cognitive conflict deals with open and rigorous discussion of problems raised in the organization. The management provides a platform in which every board of director can participate to sort out the dilemma. The discussion, however, leverages a bigger picture from the ideas of the participants. Moreover, bringing creative that can tackle problems more efficiently. The second type of conflict, effective conflict, deals with sorting out the causes behind these issues. In addition, someone gets blamed for the cause of the problem. The discussion thus, evaluates only the person responsible for the problem. No results are accessed for resolving the issue. Apart from the kinds of conflicts, the motivation, and empathic behavior have also been demonstrated in the research. Hence, it has analyzed from the study that there are managers who do not interact with the staff in order to avoid conflicts. Such leaders would not be able to detect the problems faced by his employees, in such cases a high turnover can occur. Thus, managers should deal with their employees appropriately. Nonetheless, managers are suggested to engage with the employees at the workplace to address professional, personal issues that might be affecting their performance that will enable them to do strategic dealings.
Feltman (2013) has investigated conflict challenges; the role of a leader to manage it and change that needs to occur in response to conflicts. This study has explored two major kinds of conflicts that are inherent to the organizational culture. One kind of conflict is among employees, groups and the systems of the organization, it is called affective conflict. The affective conflict provides the suggestion for amendment if it is required by the organization. Although another conflict is creative conflict, that brings tremendous ideas. The leaders encourage the employees to participate in the discussion of dilemma that the firm faces. Hence, creativity is enhanced through such conferences and unique ideas generate through the meetings. Nonetheless, the study also has explored the preconditions to the creative conflict management. Preconditions involve, changes to the workplace or system in response to conflicts, trials, and errors on the changes. Followed by, coaching, and mentoring of the factors that can raise conflicts.
Personal view of the scholarly literature
Different attributes have evaluated from the pilot studies. The studies have explored factors affecting the coaching of leadership that includes attention to employee needs, involvement of employees, fairness, organizational leadership and departmental leadership. These factors have a significant impact on leadership. Moreover, leaders have analyzed to work on them in the next surveys. The study thus, formulated strategies for creating the environment of listening, flexibility, and collaboration among employees.Â (Flanagan, 2008). Moreover, commitment and interest of individuals, adequate resources, support of organization, personal or holistic approach, entrench of process in the context of organization, skills, and; experience of the coaches and the mentors, appreciation of cross-cultural issues, and assurance of smooth external environment are also considered as the major components of coaching and mentoringÂ (Feltman, 2013). The study has focused on the development of leadership through environmental changes. Hence, an implementation has been made towards leaders to interact with the employees adequately, encourage the employees to participate in the decisions, and create a collaborative environment in order to manage conflicts that arise in the workplace. With a collaborative environment, leaders will be able to establish an organized environment in the organization.Â (Oakley, 2007)…………….
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