Google Ad #1 - desktop - 728x90

Google Ad #3 - desktop - 728x90

ATD Footer Logo

Steve Dion 

This edition of *TD* magazine features theme articles focused on career and leadership development. Other articles explore staff conflict, design thinking, sales training, and much more.

262503_March 2025 TD Magazine_Cover

March 2025 - TD Magazine

TD Magazine Article

feature4_March25_TD

How to resolve staff conflict that has reached a boiling point

When Colleagues Just Can't Get Along

Google Ad #1 - mobile - 300x200

Google Ad #3 - mobile - 300x200

0000016e-b28d-d455-a96e-f3ff25ca0000-authorID

steve-dion.jpg

Dyad Coaching Process
The dyad coaching process helps frustrated employees work through their past issues, learn to appreciate one another enough to work together, build boundaries and commitments, and then report their progress to their leaders. Use the prompts below to facilitate agreement between two employees in conflict. Write the agreement in a plan and distribute it to both parties.
Situation: The reason we needed to engage in this alignment and commitment planning exercise
Process: What we have done and commit to doing to improve our working relationship
Insights: What I learned about the other person
Application: Areas where potential friction could occur in the future and strategies to avoid a problem by creating boundaries
Overall, we agreed to the following:
(Sample responses based on a conflict between Heather and William.)
Future assumptions about each other
• We both want what is best for the company.
• We see the world differently, but each view is valid and necessary.
Strengths about the other person I will leverage
• William: Heather has a great reputation with senior leadership. We will leverage that to get the resources we need for this project.
• Heather: William is skilled at project management and will oversee our project plan. We will respect each other’s expertise and always acknowledge that we are on the same team.
Ways I will help the other person keep on track with this plan
Inform Sara, Marcus, and LaWanda of this plan, our sincere desire to work together, and ask them to help coach us and spot if anything goes off track.
Communication frequency
During project-planning periods, we will check in with each other in weekly, face-to-face meetings to surface any issues.
Communication behaviors/actions
• We won’t ever go behind each other’s back.
• Use “I feel” statements.
• When finishing a meeting, end with two thumbs up. If we can’t genuinely give two thumbs up, we need to keep talking.
Problem-solving and decision-making practices
Use our company’s process to govern our decision making.
Ways to handle future disagreements
We will involve our managers when we encounter problems that we can’t solve together.

featuer4chart1

March 2025 TD Mag - Feature 4 Chart

ATD_Half_Page

Googel Ad #1 - Side Bar - Content pages