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Conflict Coaching  Process

Initial Contact:

Schedule a confidential initial meeting with the resident or program director seeking support.

Book through website 

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First meeting:

Conflict Assessment:

General conflict competence

Dispute specific: Conduct a structured intake session to explore

  • Details of the conflict (parties involved, context, timeline)

  • The resident's perspective and feelings about the situation

  • Previous attempts at resolution and outcomes

 

Review of Policies:

Discuss relevant union rules, university regulations, and hospital policies that may impact the conflict and coaching process

Ensure the resident understands their rights and responsibilities within these frameworks

Explain the conflict management coaching relationship

Provide an overview of conflict coaching services and confidentiality guidelines

 

Goal Setting:

Collaborate with the resident to define clear, achievable goals for the coaching process.

  • Identify desired outcomes and any skills the resident wishes to develop.

 

Action Plan Development:

  • Outline a conflict coaching plan, including potential strategies, resources, and follow-up sessions.

  • Schedule subsequent coaching sessions to monitor progress and adjust the plan as needed.

 

 

ONGOING : CINERGY Conflict management coaching

One-hour appointments over 5-8  weeks

Maintain confidential records of the intake process and coaching sessions, adhering to privacy regulations.

 

Feedback and Evaluation:

Feedback to residency program and PGME - if this is part of remediation or probation- will address general themes only to maintain confidentiality. Feedback form 

Encourage the resident to provide feedback on the coaching process and its effectiveness in addressing their concerns.

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