Stop putting up with conflict.
Learn to resolve it.
I help managers and their teams face their conflicts with confidence, and find their way back to calm collaboration.
In Canada and internationally. In English and French
There are 3 ways to get a conflict wrong.
You choose silence when you should speak up
You see the problem and say nothing. The tension grows in silence, until the day it explodes.
You lose your temper when you should stay calm
Voices rise and words go further than you meant. It feels good in the moment, but it leaves marks.
You dig in on what you should let go
You spend hours on details that aren't worth it. Meanwhile, the real issues wait.
The same conflicts keep coming back? Your reflex has something to do with it.
Faced with a disagreement, everyone has a reflex: avoiding, giving in, confronting, compromising or collaborating.
Together, we identify yours, and what it costs you. You finally know what to change.
Let's talkThe free conflict self-assessment is available in French for now.
Do you manage a team?
Take the assessment together.
The same assessment exists for a whole team. You get a map of reflexes: who avoids, who confronts, where things rub. It helps you:
- spot tensions before they wear out your best people;
- stop losing time, money and talent to pointless meetings and avoidable departures;
- help everyone understand each other, so you can finally work together.
What a badly handled conflict costs
Handled well, a conflict moves a team forward: things get clarified, decisions get made, trust grows. Handled badly, it slowly destroys it.
- 57%of people who experience conflict at work come out of it with stress, anxiety or depression.Acas, 2025
- 80%of managers would rather not prepare a difficult conversation alone.The Predictive Index, 2026
- 2xmore likely to want to leave after a conflict: 33% of those affected, versus 16% of others.CIPD, Good Work Index 2024
Behind these numbers are sleepless nights, meetings people dread and valuable people who leave. It can stop. Get in touch and we'll look at how to work on your situation together.
Let's talkFigures from surveys in the UK and the US, the most robust available on the subject.
The P.O.N.T method
Four simple steps to say difficult things without damaging the relationship. You apply it to today's conflict. Over time, it becomes the way you lead.
- P
Prepare
Clarify what you really want, what the other person is after, and decide whether this conflict is worth engaging.
- O
Open
Start by listening. Understand what the other person is going through before trying to convince.
- N
Navigate
You're not after a win. You assert yourself, seek agreement or repair the relationship, depending on what the situation calls for.
- T
Tend
Tend the agreement so it lasts. No more zombie discussions that come back to life at every meeting.
Two ways to work together
We start with the conflict weighing on you today. Then, if you want, we work on your leadership.
Conflict resolution coaching
A difficult person, a tense team, a conversation you've been putting off for weeks? We start from your real situation. We prepare the conversation, choose the words, and I help you stay calm when things heat up.
Leadership coaching
Once the conflict is resolved, we consolidate. You step into your role as a manager, you decide and give feedback with confidence and calm, and you stay firm under pressure.
And your career benefits too: all this work teaches you to assert yourself and to collaborate better. That's what moves a career forward.
For organizations
Is tension slowing your teams down? I coach your managers one-on-one, and I run sessions to get the dialogue going again.
- One-on-one coaching for your managers, on their real conflicts and their stance as leaders.
- Team sessions to defuse tension and set ground rules that hold.
Free tools to get started
Guides and worksheets to prepare your difficult conversations, at your own pace. In French for now.
- Interactive guide · In FrenchShould I raise it, or not?Think of a real conflict. Answer 4 questions and find the right mode: speak up, decide, negotiate, take a break or let it go.
- PDF guide · In FrenchSay the hard things without breaking the relationship5 ready-to-use phrases for the conversations you've been putting off for too long.
- Kit · In FrenchCorrect someone on your teamSlipping performance or a problematic attitude: address it on the facts, without waiting any longer.
What the people I've coached say
“His professionalism, availability and listening are just some of his many qualities. I recommend him without hesitation.”
“Ayoub is very professional, competent and genuinely human in the way he helps. Complete, caring support that is truly useful.”
Frequently asked questions
What is conflict resolution coaching?
It's one-on-one support to work through a real conflict at work: a difficult person, a tense team, a conversation you keep putting off. We start from your situation and use the tools that truly help you: the P.O.N.T method, tools I've developed, or other approaches. The goal: navigate this conflict and come out of it stronger, with more solid leadership.
What's the difference between conflict coaching and leadership coaching?
Conflict coaching resolves a specific situation, now. Leadership coaching comes next. It helps you step into your role as a manager for the long run: deciding, giving feedback, staying firm under pressure.
Who is it for?
Managers, new or experienced, and anyone going through tension at work. Also organizations that want to equip their managers or calm a team.
How do sessions work?
By video or in person, in Canada and internationally, in English or French. The length adapts to your needs: often 60 to 90 minutes, sometimes more. I also work directly within organizations: let's discuss it. Everything starts with a free 20-minute call.
How much does coaching cost?
It depends on your needs: a few targeted sessions or a longer journey. We set it together during the free call, with no commitment.
That conflict won't resolve itself.
Write to me, or book a free 20-minute call directly. We look at your situation together and you leave with a first step.