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Communicatie- en conflictcoaching
Communication and Conflict coaching
When coaching teams and managers, we dedicate special attention to Communication and Conflicts in the company.

Communication takes place on several levels.
On the one hand, there is what we call ‘content’. Who has to know what and who needs what information? Who gives advice and who decides about what?

“Internal Sales receives an order by e-mail. The discount is discussed with the manager, Production reports on whether the product is in stock, Export schedules the delivery, following which Internal Sales confirms the order to the customer.”


This communication is closely related to job descriptions and decision-making authority.
It is clear that proper organisation of this information flow is of the utmost importance since it is essential to ensure that a job is performed smoothly. That is why C&C pays a great deal of attention to it.

Furthermore, there is the “relational and cultural” aspect of communication, i.e. the “way in which” we communicate.
And this involves personality and culture.
  • Do we get on well, do we have the same style, what do we expect of one other, do we see one other as being competent, etc.
  • What do we think is “normal”? How do you deal with each other, with clients, with time, with money?
  • What culture does our company have? What is not done and what is a must?
  • Do we work with departments in other countries and, therefore, of other cultures?

These relational and cultural aspects are highly important factors in communication.

“My colleague always says exactly the wrong thing at the wrong time. To customers, to me, etc. This irritates me enormously. I talked about it with a colleague, who thought so as well. Last week I even lost my temper with him. He thought that I overreacted. It is hard to explain as well, because it is mainly about 'how’ he says it…”

“I am on very good terms with that colleague. We get on like a house on fire. We have very good discussions. He can give me any feedback whatsoever, I still know that it is always meant to be constructive."

“Working with English colleagues is tiring though. You are never sure about what they think of you. They are always friendly but sometimes you get the feeling that they do not honestly saying what they think..."

"A French colleague of mine thinks that the Flemish are always so emotionless."


Providing insight into the different styles of communication and ways of absorbing and processing information, understanding cultural differences, dealing with stereotypes, etc.: these are only a few of the techniques that C&Cuses to effectively optimise communication.

Conflicts occur in every organisation. They are a normal element in cooperative relationships. We would even go so far as to say that they are essential for corporate growth. But: a major condition for this is that conflicts are dealt with constructively.

Dealing with conflict in the right way is not always a “piece of cake”. Tension, heated arguments, politics, feuds, etc. The right approach first of all requires a manager to be able to make a correct analysis of the type of conflict and its importance. Only from such a starting position can you establish the right reaction.
  • Is this a hot conflict or a cold conflict rearing its head?
  • Is this a simple conflict or is there an underlying issue? Is it about power?
  • Should you confront it? Or are you better off letting the matter rest?
  • Should you look for a compromise or do you have to bite the bullet?
Not every conflict can be dealt with in the same way. Theoretical knowledge about the above and an understanding of your own style is therefore essential.
  • Is this a hot conflict or a cold conflict rearing its head?
  • Is this a simple conflict or is there an underlying issue? Is it about power?
  • Should you confront it? Or are you better off letting the matter rest?
  • Should you look for a compromise or do you have to bite the bullet?


How conflicts evolve, whether they escalate or are solved also heavily depends on the workers themselves.
  • Do the people have good communication skills?
  • What communication styles are used by the parties involved?
  • How do they deal with differences?
  • How do they view dissenting opinions?
If people are well-versed in ‘correct’ communication, destructive conflicts are turned around. And where there is space for open communication, creativity is released!

C&C wants to provide an answer to this through its professional training and well-attuned coaching.
 
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