The best solution could be to apply 5 conflict management styles based on the type of conflict. 1. Collaborating: Improve relationships by reducing tension within the team. 2. Avoiding: Avoid confrontation associated with the conflict. 3. Competing: Try to force them to accept your solution to the conflict by overpowering them. 4. Accommodating: Sacrifice personal goals to maintain bonding within the team. 5. Compromising: compromise in which both the sides gain something; the middle ground between two extreme positions.

1. Clear Club philosophy 2. Definition of common values 3. Uniform style of play 4. Open communication 5. Discussion culture

As a coach, you cannot allow conflicting philosophies. You can have expectations for different situations (e.g., how do you value player development versus results in an early season game versus a playoff game?).

Usually when I encounter such situations I like to involve everyone and put all the cards out. Communication is key. Human tendency is to shut everything out when in conflict but a proper communication will resolve everything. I always say 5 points as to why this coaching system works and 5 points why you think the opposite system doesn't work and then I repeat with the other group. Now a communication channel has been created.

To navigate tensions between conflicting coaching philosophies, I’d focus on creating a shared vision for the team. I’d bring coaches together for open discussions, encouraging each to share their perspectives and strengths. By identifying common goals, we can build a unified approach that respects each philosophy while focusing on what’s best for the team. Establishing clear roles and aligning on core strategies will allow diverse coaching styles to complement each other, enhancing player development and team performance without sacrificing cohesion.

An effective management approach begins with a clear definition of roles to avoid overlaps and confusion. Promoting strategic alignment is crucial: everyone must share the same values and goals. Flexibility is also key, allowing strategies to evolve based on results and feedback. Above all, prioritizing collective well-being is essential for maintaining high performance. Turning differences into strengths requires focused and empathetic leadership.

you need to have a clear team culture both when building and managing a team. Conflicting coaching philosophies are usually the result of a ground work that hasn't been dealt properly. It is never too late to start, but you have gotten to start at the management level first and build that much needed alignment.

It's a good opportunity to do research on which methods are scientifically proven to work. Everyone can learn something from these conflicts. If there is something that's proven to be ineffective or detrimental, then ban that. But there are many different teaching styles that work and clients have different learning styles. So it's actually an opportunity to be able to appeal to a wider range of clients. At the Tanglin club we had 9 different coaches. MITS had an overall philosophy. Develope the person. Develop the athlete. Develop the player. However we were able to satisfy a wide range of clients as our coaches had many different teaching styles and personalities within our overall philosophy. All were great professionals.

It's really important to sweep these sorts of disagreements under the table but when it come to coaching philosophies, it needs to be supported by research and experience not just personal pet theories. Asking the right questions helps clarify approaches (The why, what, how and who). Linked to this is confirmation that the team still agree the values, outcomes and principles behind their approach (the start of any negotiation).

Conflicting coaching philosophies can create tension. To navigate such situation: 1. Identify common goals among coaches 2. Foster open communication and active listening 3. Establish team values and expectations 4. Encourage collaboration and mutual respect among coaches. 5. Set ground rules for constructive conflict resolution 6. Remove ego from the room .