How do you navigate conflicts arising from differing leadership styles in a coaching session?

- Recognize the conflict and understand each leadership style, while making sure everyone knows the session’s goals and expectations. - Set meeting rules to encourage open communication, giving everyone a chance to speak and ensuring no one dominates the discussion. - Find common ground, use the strengths of each leadership style, and agree on how to handle disagreements while staying flexible. - Reflect on the session afterward to make future meetings better.

Acknowledge that there are different types of people , and so are different types of leadership styles. No one style fits all. Get to know different types of leadership : whether it be servant leadership, transformational leadership,Laissez-Faire Leadership,Coaching Leadership etc. Get to know the unique traits of each style and the benefits they bring. This will help you to better present and bring understanding among team members. Recognizing that different leadership styles exist fosters empathy among leaders. They can better appreciate why a colleague may approach a situation differently. This understanding reduces personal friction and reframes conflicts as differences in style rather than personal attacks.

Es una muy buena pregunta abordar el conflicto a través del reconocimiento de los diferentes tipos de estilo de liderazgo que existen y también entendiendo que los líderes combinan estilos de liderazgo. Considero que es muy importante darle nombre al estilo de liderazgo que esté ejerciendo tu coachee con su equipo. Si surgen conflictos es importante que las preguntas que se hagan le permitan ver al líder con cual tipo de liderazgo se siente más cómodo de acuerdo al equipo con el que está trabajando y el proyecto que está ejecutando.

Understanding the various leadership styles at play is crucial. Each leader brings unique strengths and approaches to the table. I start by identifying these styles, be it authoritative, democratic, transformational, or laissez-faire, to better navigate and mediate conflicts.

There are many styles of leadership, and rather than understanding which one you naturally gravitate to, you need to understand which each individual you're managing responds to. No one-size-fits-all!

Ask your team how they like to be managed, what their learning style is, how they prefer to work, receive feedback, and what their personal and professional goals are so you can be on the same page and avoid miscommunications.

Open communication is the bedrock of resolving conflicts. Encouraging leaders to voice their perspectives and concerns in a safe, respectful environment helps in uncovering underlying issues and fostering mutual understanding.

Teaching diverse leaders to "flex" their style to tap into the strengths of other leadership styles has been very effective for me. 1. Leading the leadership group through exercises that build understanding of the value and strengths of each style creates the foundation. 2. Identifying key communication tendencies of each style then helps to see where we can flex. 3. Each leader practices communicating in another style to increase the chances of successful communication and productive emphathy (seeing the value of the other styles).

Flexibility in coaching is essential. Tailoring strategies to fit the unique leadership styles of individuals involved can bridge gaps and create more cohesive and effective leadership dynamics. This involves blending different approaches to find a balanced path forward.

One thing that I practice with my clients is self awareness. After that it’s important to help them other people and their varied nature and set of experiences. This is the only way to get along and practice empathetic behaviour for other leaders. Know yourself and know others is just the right starting point which may lead an inspiring leader to be more intuitive while selecting his/her network. I hope it was useful.

Empathy is key in leadership. By fostering an environment where leaders can understand and appreciate each other’s viewpoints and challenges, I help them build stronger, more empathetic relationships, which are fundamental to resolving conflicts.

Developing a concrete action plan that addresses the root causes of the conflict and outlines clear, actionable steps is vital. This plan should be collaborative and inclusive, ensuring that all leaders are on the same page and committed to the agreed-upon solutions.

Leadership development is an ongoing process. Encouraging leaders to engage in continuous learning and self-improvement ensures they are always evolving and adapting to new challenges, making them better equipped to handle conflicts in the future.

It’s also important to consider the organizational culture, the specific goals of the team, and the broader context in which these leaders operate. These factors can significantly influence how conflicts arise and are resolved, so keeping them in mind helps in crafting more effective and sustainable solutions.