Conflict coaching : conflict management strategies and skills for the individual / Tricia S. Jones, Ross Brinkert.

Accompanied by: 1 computer disc (CD-ROM)

Includes bibliographical references (pages 295-306) and index.

Introduction -- Introducing Conflict Coaching -- Conflict Coaching: Conflict Management Strategies and Skills for the Individual -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- 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 -- A Research Agenda -- Training and Delivery Mechanisms -- Policy /Implementation Agenda -- Conclusion.

Machine converted from AACR2 source record.