Active Conflicts

Support for Leaders Navigating Active Conflicts

✓ Individual Conflict Coaching

✓ Paired Conflict Coaching

✓ Team Conflict Coaching

When conflict is active, leaders need steadiness first.

When tension is already present, the goal isn’t immediate resolution. It’s creating enough stability for people to stay engaged, think clearly, and move forward without causing further damage.

When conflict is active, clarity matters.

Conflict EQ™ is a leadership capacity that helps individuals and teams engage disagreement without avoidance, escalation, or damage to trust.

What is Conflict EQ™?

Who This Work is For

This work is designed for leaders and teams who are already in the middle of tension—when conversations feel charged, trust feels fragile, or issues keep resurfacing without resolution. It’s especially helpful when leaders feel responsible for holding the situation together but don’t yet see a clear path forward.

This support meets leaders where they are, helping them stabilize what’s happening now without escalating or handing the problem off.

What do leaders need when conflict is already active?

Our focus is stabilization, not blame.

We work alongside leaders and teams to:

Slow reactivity and reduce unintended impacts on others
Create enough footing for difficult conversations to happen
Clarify what’s actually at stake beneath the conflict
Strengthen leaders’ ability to hold tension without outsourcing it to a third party

This work happens in real time, with real people, around real issues—not simulations or hypotheticals.

We meet conflict where it is and offer support in three primary ways, depending on what the situation requires.

Individual Conflict Coaching

For leaders navigating an active conflict, this work provides a steady space to slow things down, clarify what’s actually happening, and strengthen how they show up under pressure.

Rather than focusing on quick fixes or resolution, conflict coaching builds the capacity to make sense of competing perspectives and choose productive next steps under pressure. Select assessments may be used to support insight and reflection.

The focus is not on resolving the conflict for the leader—but on strengthening the leadership capacity they’ll rely on in this situation and the next.

Paired Conflict Coaching

Focused support for two leaders navigating a shared tension or ongoing disagreement. Paired coaching creates space for each person to clarify their perspective, strengthen their ability to hold tension, and engage one another more directly and constructively.

The work typically includes individual coaching alongside facilitated joint sessions, supporting clearer communication, steadier leadership presence, and plans for a path forward that doesn’t rely on avoidance, escalation, or outside arbitration.

Team Conflict Coaching

Support for teams experiencing ongoing tension that’s beginning to affect trust, clarity, or effectiveness. This work helps teams slow reactivity, surface what’s unspoken, and strengthen their collective capacity to engage disagreement without shutdown or escalation.

Rather than relying on a preset formula, team support is shaped around the specific dynamics at play—combining insight-gathering, facilitated conversations, and coaching support to help teams move forward with greater steadiness and shared ownership. As appropriate, we may use validated assessment tools to support insight and reflection.

Start the Conversation

How do you know when your active conflict needs support?

This work is most useful when:

Conversations have stalled, escalated, or gone quiet
Trust is strained by unresolved tension
Leaders feel pulled into conflicts they didn’t create
HR is being asked to intervene without a clear path forward

Not because anyone failed.
Because active conflict is placing more strain on the system than it can absorb on its own.

What happens if active conflict goes unaddressed?

When active conflict goes unaddressed, the cost rarely shows up all at once.

Tension spills sideways. Assumptions harden. Leaders become reactive—or overly cautious. What started as a specific issue begins shaping decisions, relationships, and energy across the system.

It’s how short-term strain turns into long-term patterns.

Our steady approach

This is not a one-size-fits-all intervention.

We work steadily and collaboratively, without blame or urgency, helping leaders create enough stability to stay engaged, think clearly, and move forward even while tension is still present.