| Abstract: | This article describes useful consultation practices for individual coaching in typical workplace conflict situations. Our approach for understanding of workplace conflicts is based on the differentiation between various “toxic” conflictual constellations (e.g. contradiction, conflict, dilemma and double bind), between difficulties that can and cannot be resolved (e.g. problems and restrictions) and between problem solving attempts that unintentionally worsen the problems (e.g. individualizing, polarizing and evading responsibility). A sufficient readiness of the company to balance it’s own criteria for management success (e.g. profit versus workers health) and a sufficient openness to try out reflexively found solutions in the coaching process are crucial for successful coaching outcomes. Similarly, a reflexive attitude of the coach, self-critical vis a vis any ideological terms, which also acknowledges and overcomes the anxiety of the coach during the coaching process, can help coachees to find their own attitudes vis a vis the workplace conflict situation that balance cooperation and resistance. |
