Conflict Coaching : Conflict Management Strategies and Skills for the Individual

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ISBN: 9781412950831 | 141295083X
Cover: Paperback
Copyright: 12/17/2007

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Conflict Coaching: Conflict Management Strategies and Skills for the Individual defines this growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique. In a service society where human relationships are central to our professional as well as personal lives, individuals value one-on-one attention to obtain custom solutions for handling important interpersonal communication. The CD-ROM accompanying the book provides numerous resources for instructors, coaches, and other interested readers. Â

Introduction	p. xv
Introducing Conflict Coaching
Conflict Coaching: Conflict Management Strategies and Skills for the Individual	p. 3
A General Definition of Conflict Coaching Sources of Development: An Overview of Conflict and Coaching in the Executive Coaching and Conflict Resolution Fields
Background on Executive Coaching
Conflict and Coaching in the Executive Coaching Community
Conflict and Coaching in the Conflict Resolution Community
Likely Drivers of Continued Development for Conflict Coaching
Conflict Coaching Principles
Major Reasons for the Conflict Resolution Field to Develop Conflict Coaching
Conclusion
The Comprehensive Conflict Coaching Model	p. 21
An Overview of Coaching Models
Executive Coaching Models
Previous Conflict Coaching Models
The Comprehensive Conflict Coaching (CCC) Model
Theoretical Underpinnings of the CCC Model
Stages of the CCC Model
Some Areas of Adaptability for the CCC Model
Conclusion
Conducting Conflict Coaching
Stage One: Discovering the Story	p. 45
Narrative Theory
Fisher's Narrative Theory
Narrative Theory Applied to Conflict Management
Cobb's Views of Narrative in Mediation
Winslade and Monk's Narrative Mediation
Kellett and Dalton's Narrative Approach to Achieving Dialogue and Change
Discovering the Story
Initial Story
Refining the Story
Testing the Story
General Principles for Discovering the Story
Specific Approaches for Discovering the Story
Stage Two: The Identity Perspective	p. 65
Identity in Relation to Emotion and Power
Overview of Research and Theory on Identity
Introduction to the Concept of Identity
Key Assumptions About Identity
An Identity Framework for Interpersonal Conflict in the Workplace
Facework as the Primary Means of Managing Identity
Avoiding or Lessening the Importance of Potentially Threatening Behaviors When Identity Issues Are Not Currently Prominent and Problematic
Decreasing Responsibility for Behavior
Taking Personal Responsibility for Behavior
Challenging the Other to Take Responsibility for Behavior
General Principles for Identity Work With Conflict Coaching Clients
Specific Approaches for Identity Work With Conflict Coaching Clients
Stage Two: The Emotion Perspective	p. 91
Introduction to Emotion
Understanding Emotion
Emotion and Conflict
Theories of Emotion
Cognitive Appraisal of Emotion
The Physiological Element of Emotion
The Expressive Element of Emotion
Emotional Competence
Emotional Competence Requires Emotional Awareness
Emotional Perspective Taking Is the Root of Empathy
Emotional Competence Requires Cultural Sensitivity
Emotional Competence Requires Strategic Expression
General Principles for Emotion Work With Conflict Coaching Clients
Specific Approaches for Emotion Work With Conflict Coaching Clients
Stage Two: The Power Perspective	p. 115
Power in Relation to Identity and Emotion
Overview of Research and Theory on Power
Key Assumptions About Power
Using Goals to Determine the Relevancy of Power
Sources of Client Power in Conflict
Power Patterns in Conflict Interaction
Power Strategies and Tactics
The Strategy of Aggression
The Strategy of Assertion
The Strategy of Integration
Power and Culture
Working With Clients Who Feel or Act Disempowered
General Principles for Power Work With Conflict Coaching Clients
Specific Approaches for Power Work With Conflict Coaching Clients
Stage Three: Crafting the "Best" Story	p. 141
Relevant Change Theories
Appreciative Inquiry
Visioning and Appreciative Inquiry
The Link to Narrative Theory
Initial Narrative of the Future
Refining the Future Story
Testing the Future Story
The Transition to Stage Four-Skills Development
General Principles for Crafting the Best Story
Specific Approaches for Crafting the Best Story
Stage Four: Communication Skills: Confrontation, Confirmation, and Comprehension	p. 157
Culture and Communication Skills
Cultural Frames of Reference
Culture and Nonverbal Communication
Culture and Verbal Communication
Communication Skill and Intercultural Communication
Key Conflict Communication Skills
Confrontation
Confirmation
Comprehension
General Principles for Communication Skills Work with Conflict Coaching Clients
General Approaches for Communication Skills Work with Conflict Coaching Clients
Specific Approaches for Confrontation, Confirmation, and Comprehension Work with Conflict Coaching Clients
Specific Approaches for Confrontation
Specific Approaches for Confirmation
Specific Approaches for Comprehension
Stage Four: The Conflict Styles Opportunity	p. 187
A Conflict Styles Framework
Avoiding
Accommodating
Competing
Compromising
Collaborating
Focusing on the Me, You, and We of Conflict Styles
Conflict Styles and Culture
General Principles for Conflict Styles Work With Conflict Coaching Clients
Specific Approaches for Conflict Styles Work With Conflict Coaching Clients
Stage Four: The Negotiation Opportunity	p. 203
Assumptions About Negotiation
Two Major Approaches to Negotiation
The Bargaining Approach to Negotiation
Principled Negotiation
The Need for a Composite Approach to Negotiation
Culture and Negotiation
General Principles for Negotiation Work With Conflict Coaching Clients
Specific Approaches for Negotiation Work With Conflict Coaching Clients
Stage Four: Coordinating Coaching With Other Conflict Processes	p. 229
Organizational Dispute Systems
The Role of Conflict Coaching in Leveraging Dispute Systems
Investigation
Explanation
Preparation
Selection and Timing of System Access
Reflective Analysis
Future Planning
General Principles for Coordinating Conflict Coaching With Other Conflict Processes
Specific Approaches for Coordinating Conflict Coaching With Other Conflict Processes
The Parallel Process: Learning Assessment in Conflict Coaching	p. 247
Learning Assessment: Did the Conflict Coaching Work?
Adult Learning Theory as a Guide
The Process of Learning Assessment
Learning Assessment as a Parallel Process
General Principles for Learning Assessment
Specific Approaches for Learning Assessment
Integrating Conflict Coaching into Your Practice
Needs Assessment and Program Evaluation for Conflict Coaching	p. 267
Needs Assessment: Will Conflict Coaching Meet My Needs?
Asking Stakeholders
Assessing Resources
Program Evaluation: Is Conflict Coaching Working for You?
Why Evaluate Your Conflict Coaching Program?
Process and Outcome Evaluation
Summative and Action Research Evaluation
Types of Information to Collect
Using Needs Assessment and Program Evaluation to Market a Conflict Coaching Practice
The Future of Conflict Coaching	p. 283
A Research Agenda
Training and Delivery Mechanisms
Policy/Implementation Agenda
Conclusion
References	p. 295
Index	p. 307
About the Authors	p. 321
Table of Contents provided by Ingram. All Rights Reserved.

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Conflict Coaching : Conflict Management Strategies and Skills for the Individual

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