CONFLICT COACHING FOR LEADERS
The work relationship you can't stop thinking about is worth a real conversation.
Confidential, one-on-one support from a former COO and certified workplace mediator. Together we'll make sense of what's happening, what's underneath it, and what you want to do next.
Just you, to start. No one else is contacted unless you decide they should be.
Does any of this sound familiar?
You've replayed the same conversation more than once.
Two capable people both believe they're right.
You've started working around someone instead of with them.
You're not sure whether this is a performance issue, or something else.
That's not a sign anyone failed. It's what conflict looks like before it has a process.
What happens when you reach out
You decide at every step. Most people start with a single conversation and go from there.
1
A confidential call
[30] minutes. You describe what’s going on; I listen and ask questions. You’ll leave with at least one new way to see it, whether or not we work together.
2
We choose the right support
Often that’s coaching for you alone. Sometimes it’s a facilitated conversation, if both people want one. Sometimes it’s the structure around the team.
3
Coaching, at your pace
A Conflict Dynamics Profile® assessment and two 90-minute sessions, working on the real situation in front of you.
Confidential by default. What you share stays between us. Nothing goes to your manager, board or HR unless you agree to it. [Confirm wording against your confidentiality policy.]
4
A joint conversation, if you both want it
Mediation is voluntary. Each person meets with me separately first, so no one walks into the room unprepared.
What will be different afterward
Conflict is inevitable. Bad outcomes aren’t. Here’s what people usually walk away with.
You’ll see the pattern, not just the person
Every conflict follows a cycle: a trigger, a felt threat, a reaction. Seeing it makes it easier to step out of it.
You’ll know what you’re protecting
Strong reactions usually point to a need, a value or an identity at stake, yours and theirs. Naming them changes the conversation.
You’ll know if it’s people or structure
A lot of “personality clashes” are unclear roles, decisions or ownership. As a former COO, I look there too.
You’ll have words for the next conversation
Not a script. A clear sense of what you want to say, what you want to understand, and what you’re willing to try.
Ways I can help
FOR YOU
One-on-one conflict coaching
For a difficult working relationship you’re in right now. Practical support for this conflict, and skills you’ll use for the next one.
CDP-I assessment + two 90-minute sessions · [PRICE or “Ask about fees”]
FOR TWO PEOPLE
A facilitated conversation
When two people want to find a way forward together. Each gets individual preparation first, then a joint conversation focused on the work you share.
Voluntary · confidential · prep sessions for each person
FOR YOUR LEADERSHIP TEAM
Elevated Leadership Teams
When the politics at the top are putting goals at risk. A structured reset of roles, decisions and ownership, with coaching and facilitated conversations alongside.
Custom engagement · starts with an operational review
Before we talk: three questions
Try these on the conflict you have in mind. They’re the same lens I use in coaching.
What conditions are adding pressure? Growth, a reorganization, a new role, a deadline. Pressure raises the stakes of every exchange.
What might each of you be protecting? Autonomy, recognition, fairness, quality. Usually both people are protecting something they care about.
Where is the ambiguity? Who decides, who owns it, who was supposed to tell whom. Unclear structure often looks like a personality clash.
[Photo of Genevieve — replace this block with an Image block]
Hi, I’m Genevieve
I spent more than a decade as an HR leader and COO, including scaling a startup and bridging two company cultures through an acquisition. I’ve seen misunderstandings escalate into lasting harm too many times, and I’ve seen how much changes when people get the right support early.
Today I’m a certified workplace conflict mediator, trained through the Mediation Training Institute at Eckerd College and qualified by the International Mediation Institute, with ombuds training through the International Ombuds Association.
“When tensions run high, she has a calm, steady way of helping both individuals and groups move through conflict so people can refocus on what matters.”
Mike Scher, AVP, Business Services, American University
Responsible for conflict across an organization?
Mediation, training and advisory support for HR and People leaders.
You don’t have to figure this out alone.
Start with a confidential call. Tell me what’s going on, and we’ll decide together whether and how I can help.
genevieve@theory-y.io · 860.304.1762