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| 008 | 070604s2008 caua b 001 0 eng d | ||
| 010 | _a 2007023143 | ||
| 011 | _aBIB MATCHES WORLDCAT | ||
| 020 |
_a1412950821 _qcloth |
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| 020 |
_a9781412950824 _qcloth |
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| 020 |
_a141295083X _qpbk. |
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| 020 |
_a9781412950831 _qpbk. |
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| 035 | _a(ATU)b11284559 | ||
| 035 | _a(OCoLC)144547729 | ||
| 040 |
_aDLC _beng _erda _cDLC _dBAKER _dBTCTA _dC#P _dYDXCP _dATU |
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| 050 | 0 | 0 |
_aHM1126 _b.J66 2008 |
| 082 | 0 | 0 |
_a303.69 _222 |
| 100 | 1 |
_aJones, Tricia S., _eauthor. _91065128 |
|
| 245 | 1 | 0 |
_aConflict coaching : _bconflict management strategies and skills for the individual / _cTricia S. Jones, Ross Brinkert. |
| 264 | 1 |
_aLos Angeles : _bSage Publications, _c[2008] |
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| 264 | 4 | _c©2008 | |
| 300 |
_axxii, 322 pages : _billustrations ; _c23 cm + _e1 computer disc (12 cm) |
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| 336 |
_atext _btxt _2rdacontent |
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| 336 |
_acomputer dataset _bcod _2rdacontent _3Accompanying material |
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| 337 |
_aunmediated _bn _2rdamedia |
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| 337 |
_acomputer _bc _2rdamedia _3Accompanying material |
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| 338 |
_avolume _bnc _2rdacarrier |
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| 338 |
_acomputer disc _bcd _2rdacarrier _3Accompanying material |
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| 500 | _aAccompanied by: 1 computer disc (CD-ROM) | ||
| 504 | _aIncludes bibliographical references (pages 295-306) and index. | ||
| 505 | 0 | 0 |
_tIntroduction -- _tIntroducing Conflict Coaching -- _tConflict Coaching: Conflict Management Strategies and Skills for the Individual -- _tA General Definition of Conflict Coaching Sources of Development: An Overview of Conflict and Coaching in the Executive Coaching and Conflict Resolution Fields -- _tBackground on Executive Coaching -- _tConflict and Coaching in the Executive Coaching Community -- _tConflict and Coaching in the Conflict Resolution Community -- _tLikely Drivers of Continued Development for Conflict Coaching -- _tConflict Coaching Principles -- _tMajor Reasons for the Conflict Resolution Field to Develop Conflict Coaching -- _tConclusion -- _tThe Comprehensive Conflict Coaching Model -- _tAn Overview of Coaching Models -- _tExecutive Coaching Models -- _tPrevious Conflict Coaching Models -- _tThe Comprehensive Conflict Coaching (CCC) Model -- _tTheoretical Underpinnings of the CCC -- _tModel -- _tStages of the CCC -- _tModel -- _tSome Areas of Adaptability for the CCC -- _tModel -- _tConclusion -- _tConducting Conflict Coaching -- _tStage One: Discovering the Story -- _tNarrative Theory -- _tFisher's Narrative Theory -- _tNarrative Theory Applied to Conflict Management -- _tCobb's Views of Narrative in Mediation -- _tWinslade and Monk's Narrative Mediation -- _tKellett and Dalton's Narrative Approach to Achieving Dialogue and Change -- _tDiscovering the Story -- _tInitial Story -- _tRefining the Story -- _tTesting the Story -- _tGeneral Principles for Discovering the Story -- _tSpecific Approaches for Discovering the Story -- _tStage Two: The Identity Perspective -- _tIdentity in Relation to Emotion and -- _tPower -- _tOverview of Research and Theory on Identity -- _tIntroduction to the Concept of Identity -- _tKey Assumptions About Identity -- _tAn Identity Framework for Interpersonal Conflict in the Workplace -- _tFacework as the Primary Means of Managing Identity -- _tAvoiding or Lessening the Importance of Potentially Threatening Behaviors When Identity Issues Are Not Currently Prominent and Problematic -- _tDecreasing Responsibility for Behavior -- _tTaking Personal Responsibility for Behavior -- _tChallenging the Other to Take Responsibility for Behavior -- _tGeneral Principles for Identity Work With Conflict Coaching Clients -- _tSpecific Approaches for Identity Work With Conflict Coaching Clients -- _tStage Two: The Emotion Perspective -- _tIntroduction to Emotion -- _tUnderstanding Emotion -- _tEmotion and Conflict -- _tTheories of Emotion -- _tCognitive Appraisal of Emotion -- _tThe Physiological Element of Emotion -- _tThe Expressive Element of Emotion -- _tEmotional Competence -- _tEmotional Competence Requires Emotional Awareness -- _tEmotional Perspective Taking Is the Root of Empathy -- _tEmotional Competence Requires Cultural Sensitivity -- _tEmotional Competence Requires Strategic Expression -- _tGeneral Principles for Emotion Work With Conflict Coaching Clients -- _tSpecific Approaches for Emotion Work With Conflict Coaching Clients -- _tStage Two: The Power Perspective -- _tPower in Relation to Identity and Emotion -- _tOverview of Research and Theory on Power -- _tKey Assumptions About Power -- _tUsing Goals to Determine the Relevancy of Power -- _tSources of Client Power in Conflict -- _tPower Patterns in Conflict Interaction -- _tPower Strategies and Tactics -- _tThe Strategy of Aggression -- _tThe Strategy of Assertion -- _tThe Strategy of Integration -- _tPower and Culture -- _tWorking With Clients Who Feel or Act Disempowered -- _tGeneral Principles for Power Work With Conflict Coaching Clients -- _tSpecific Approaches for Power Work With Conflict Coaching Clients -- _tStage Three: Crafting the "Best" Story -- _tRelevant Change Theories -- _tAppreciative Inquiry -- _tVisioning and Appreciative Inquiry -- _tThe Link to Narrative Theory -- _tInitial Narrative of the Future -- _tRefining the Future Story -- _tTesting the Future Story -- _tThe Transition to Stage Four-Skills Development -- _tGeneral Principles for Crafting the Best Story -- _tSpecific Approaches for Crafting the Best Story -- _tStage Four: Communication Skills: Confrontation, Confirmation, and Comprehension -- _tCulture and Communication Skills -- _tCultural Frames of Reference -- _tCulture and Nonverbal Communication -- _tCulture and Verbal Communication -- _tCommunication Skill and Intercultural Communication -- _tKey Conflict Communication Skills -- _tConfrontation -- _tConfirmation -- _tComprehension -- _tGeneral Principles for Communication Skills Work with Conflict Coaching Clients -- _tGeneral Approaches for Communication Skills Work with Conflict Coaching Clients -- _tSpecific Approaches for Confrontation, Confirmation, and Comprehension Work with Conflict Coaching Clients -- _tSpecific Approaches for Confrontation -- _tSpecific Approaches for Confirmation -- _tSpecific Approaches for Comprehension -- _tStage Four: The Conflict Styles Opportunity -- _tA Conflict Styles Framework -- _tAvoiding -- _tAccommodating -- _tCompeting -- _tCompromising -- _tCollaborating -- _tFocusing on the Me, You, and We of Conflict Styles -- _tConflict Styles and Culture -- _tGeneral Principles for Conflict Styles Work With Conflict Coaching Clients -- _tSpecific Approaches for Conflict Styles Work With Conflict Coaching Clients -- _tStage Four: The Negotiation Opportunity -- _tAssumptions About Negotiation -- _tTwo Major Approaches to Negotiation -- _tThe Bargaining Approach to Negotiation -- _tPrincipled Negotiation -- _tThe Need for a Composite Approach to Negotiation -- _tCulture and Negotiation -- _tGeneral Principles for Negotiation Work With Conflict Coaching Clients -- _tSpecific Approaches for Negotiation Work With Conflict Coaching Clients -- _tStage Four: Coordinating Coaching With Other Conflict Processes -- _tOrganizational Dispute Systems -- _tThe Role of Conflict Coaching in Leveraging Dispute Systems -- _tInvestigation -- _tExplanation -- _tPreparation -- _tSelection and Timing of System Access -- _tReflective Analysis -- _tFuture Planning -- _tGeneral Principles for Coordinating Conflict Coaching With Other Conflict Processes -- _tSpecific Approaches for Coordinating Conflict Coaching With Other Conflict Processes -- _tThe Parallel Process: Learning Assessment in Conflict Coaching -- _tLearning Assessment: Did the Conflict Coaching Work?Adult Learning Theory as a Guide -- _tThe Process of Learning Assessment -- _tLearning Assessment as a Parallel Process -- _tGeneral Principles for Learning Assessment -- _tSpecific Approaches for Learning Assessment -- _tIntegrating Conflict Coaching into Your Practice -- _tNeeds Assessment and Program Evaluation for Conflict Coaching -- _tNeeds Assessment: Will Conflict Coaching Meet My Needs?Asking Stakeholders -- _tAssessing Resources -- _tProgram Evaluation: Is Conflict Coaching Working for You?Why Evaluate Your Conflict Coaching Program?Process and Outcome Evaluation -- _tSummative and Action Research Evaluation -- _tTypes of Information to Collect -- _tUsing Needs Assessment and Program Evaluation to Market a Conflict Coaching Practice -- _tThe Future of Conflict Coaching -- _tA Research Agenda -- _tTraining and Delivery Mechanisms -- _tPolicy /Implementation Agenda -- _tConclusion. |
| 588 | _aMachine converted from AACR2 source record. | ||
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_aConflict management. _9315949 |
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_aMediation _9320588 |
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_aBrinkert, Ross, _eauthor. _91065129 |
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