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Create custom t-shirts<\/a> for your team with our design studio<\/a>!<\/strong><\/em><\/p>\n When you have a group of individuals training in a highly competitive field like sports for any length of time, conflict is inevitable. Eventually, someone\u2019s going to get on someone else\u2019s nerves. Personalities and ideas are going to clash, mistakes are going to be made, and words are going to be said in anger.<\/p>\n As a coach, it\u2019s your job to work out these disputes before they become serious. And today, we\u2019re going to walk you through exactly how to do that. Let\u2019s begin.<\/p>\n Before you even think about talking through the conflict, you need to make sure everyone\u2019s cooled off. If emotions are still running high when you come across a conflict, nothing\u2019s going to get done – and you could well make things worse. Separate the people involved and give all of them a chance to calm down.<\/p>\n \u201cIf your feathers are ruffled, it\u2019s best to take a moment to regroup before having a knee-jerk reaction you might regret later,\u201d writes Psych Central\u2019s Joyce Marter<\/a>. \u201cBreathe deeply to calm yourself. Check in with your body and recognize if there are any physical discomforts that are exacerbating your emotional agitation (i.e. hunger, fatigue, etc.) If possible and appropriate, address those needs\u2014otherwise, raise a mental red flag so you are conscious that your emotions may be inflamed by these conditions. Stretching is a good way to quickly release tension and achieve physical comfort and neutral posture.\u201d<\/p>\n Once everyone\u2019s had a chance to gather themselves, it\u2019s time for you to really step in. Don\u2019t take sides here. Instead, talk to each involved party and witness one at a time, to get their sides of the story.<\/p>\n The key here is to form the most complete narrative of events possible. Avoid assigning blame. \u00a0See, every person likes to paint themselves as the hero of their own story, and – as noted by The Boston Globe\u2019s Joe Keohane – nobody likes admitting they\u2019re wrong.<\/p>\n \u201cMost of us like to believe that our opinions have been formed over time by careful, rational consideration of facts and ideas, and that the decisions based on those opinions, therefore, have the ring of soundness and intelligence,\u201d writes Keohane<\/a>. \u201cRather than facts driving beliefs, our beliefs can dictate the facts we chose to accept. They can cause us to twist facts so they fit better with our preconceived notions.\u201d<\/p>\n With a complete picture of the situation at hand, it\u2019s time to bring the sparring parties back together, and work with them to find a solution. Remember, though – your job as a coach isn\u2019t to tell them exactly what they need to do in order to solve their problem. Your job, as always, is to guide them towards the solution; to assist them in working things out for themselves.<\/p>\n Again, avoid assigning blame here. Try to help each party understand the others\u2019 perspective, and demonstrate that you understand them yourself. If you were yourself involved in this conflict in some fashion, own up to your own mistakes.<\/p>\n \u201cThe mediator is primarily a “process person,” helping the parties define the agenda, identify and reframe the issues, communicate more effectively, find areas of common ground, negotiate fairly, and hopefully, reach an agreement,\u201d reads a piece on Beyond Intractability.<\/a> \u201cA successful mediation effort has an outcome that is accepted and owned by the parties themselves.\u201d<\/p>\n \u201cMake sure that nobody is hiding from the issue at hand,\u201d adds a post on the Dale Carnegie Blog. <\/a>\u201cKeep everyone talking and expressing themselves honestly and openly. Sometimes, these dialogues can focus on complaints rather than developing situations. Determine what everyone needs, and strive for a solution where all needs are met.\u201d<\/p>\n Now for the bad news. As a coach, you\u2019re in a position of authority over your players. And like everyone in positions of power, sometimes you have to be the bad guy. Sometimes, you have to step in and mandate <\/b>a resolution – for example, if one of your athletes is being particularly stubborn and refuses to admit their own mistakes.<\/p>\n It\u2019s generally rare that you\u2019ll have to do this, but you should be prepared all the same.<\/p>\n Last but certainly not least, there\u2019s one last thing worth mentioning about conflict – it\u2019s not always terrible. It could serve as a learning or growth opportunity for your team, and managing it effectively could enrich the players\u2019 relationships with one another and improve the overall team dynamic.<\/p>\n \u201cHidden within virtually every conflict is the potential for a tremendous teaching\/learning opportunity,\u201d says Mike Myatt of Forbes<\/a>. \u201cWhere there is disagreement there is an inherent potential for growth and development. Divergent positions addressed properly can stimulate innovation and learning in ways like minds can\u2019t even imagine. Smart leaders look for the upside in all differing opinions.\u201d<\/p>\n A coach is many things to their team. A leader. A mentor. A friend. And perhaps most importantly, a mediator. Athletics can be a highly aggressive, highly competitive field; conflict is just about inevitable.<\/p>\n How you address it when it strikes your team could make or break the dynamic – keep that in mind, moving forward.<\/p>\n Create custom t-shirts<\/a> for your team with our design studio<\/a>!<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Create custom t-shirts for your team with our design studio! When you have a group of individuals training in a highly competitive field like sports for any length of time, conflict is inevitable. Eventually, someone\u2019s going to get on someone else\u2019s nerves. Personalities and ideas are going to clash, mistakes are going to be made,…<\/p>\n","protected":false},"author":38,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[653],"tags":[],"class_list":["post-4215","post","type-post","status-publish","format-standard","hentry","category-coaching"],"yoast_head":"\nFirst, Let Everyone Cool Off<\/b><\/h2>\n
Act As A Neutral Party In Order To Gain Perspective<\/b><\/h2>\n
Act As A Mediator<\/b><\/h2>\n
When All Else Fails, Put Your Foot Down<\/b><\/h2>\n
Remember That Conflict Can Be A Good Thing<\/b><\/h2>\n
Closing Thoughts<\/b><\/h2>\n