TY  - BOOK
AU  - Jones,Tricia S.
AU  - Brinkert,Ross
TI  - Conflict coaching: conflict management strategies and skills for the individual 
SN  - 1412950821
AV  - HM1126 .J66 2008
U1  - 303.69 22
PY  - 2008///]
CY  - Los Angeles
PB  - Sage Publications
KW  - Conflict management
KW  - Mediation
N1  - 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
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