基本説明
Defines the growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique.
Full Description
Recent research shows that between 25-85% of conflict disputants referred to mediation choose not to participate (i.e., they resist wanting to meet face-to-face). In the field of conflict resolution, conflict coaching is the only process that has emerged which allows resolution methods to work on a one-on-one basis. 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.
Rooted in research and theory, the text is organized into three sections, Introducing Conflict Coaching, Conducting Conflict Coaching, and Integrating Conflict Coaching, and offers a practical model for coaching. It is a useful volume for students and practitioners in a range of academic disciplines including communication, alternative dispute resolution/conflict resolution, business, education, law, psychology, sociology, and social work.
The CD-ROM accompanying the book provides numerous resources for instructors, coaches, and other interested readers, including: worksheets for techniques and approaches presented in the chapters; feedback forms for clients and their organizations; sample syllabi, learning objectives, paper assignments; PowerPoints; additional case studies and readings; and suggested hyperlinks to relevant Web sites.
"In Conflict Coaching, Tricia S. Jones and Ross Brinkert have made a timely contribution to the advancement of the field of conflict analysis and dispute resolution. They simultaneously present a clear vision of the role of a conflict coach as well as a persuasive argument for a new and expanded mind set on who it is we say we are and what it is we say we do. The book makes credible arguments about the need for the conflict coach and then clearly blows open a much needed area of practice that has been unnecessarily restrained by outdated and untestable notions. The authors accomplish this by combining first rate scholarship with an easy to read guide on the practice of conflict coaching to create an evolutionary path within the field. From this book expect to see a flurry of other scholars and practitioners follow their lead in both print and practice."
—Brian Polkinghorn, Ph.D.
Distinguished Professor and Director
Conflict Analysis and Dispute Resolution
Wilson Elkins Professor, University System of Maryland
Executive Director, Center for Conflict Resolution, Salisbury University
"Conflict Coaching is a book that should be in every corporate library and in every chief human resource officer's desk so others can see it! Moreover, this book should be provided for every young, high-potential corporate manager and be required reading in business school executive education programs."
—Frank P. Brennan, JE.
Former Chief of staff to the postmaster general of the United States
"Jones and Brinkert offer example case studies illustrating the subject of each chapter, scholarly research throughout, a wonderfully approachable text and a companion CD of tools that makes a perfect addition to any Ombudsperson's library. Not only is this a terrific resource for us LTCOs, but also for Organizational Ombuds and other ADR professionals and practitioners seeking to clarify the whats and hows of empowering those we serve to better respond to the conflicts they face."
—Drew Strayer, LTCO and NALLTCO's Ohio State Coordinator
Contents
I. Introducing Conflict Coaching
1. 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
Likely Drivers of Continued Development for Conflict Coaching
Conflict Coaching Principles
Major Reasons for the Conflict Resolution Field to Develop Conflict Coaching
2. The Comprehensive Conflict Coaching Model
An Overview of Coaching Models
The Comprehensive Conflict Coaching (CCC) Model
II. Conducting Conflict Coaching
3. Stage One - Discovering the Story
Narrative Theory
Narrative Theory Applied to Conflict Management
Discovering the Story
General Principles for Discovering the Story
Specific Approaches for Discovering the Story
4. Stage Two - The Identity Perspective
Identity in Relation to Emotion and Power
Overview of Research and Theory on Identity
A Model of Identity in Interpersonal Conflict in the Workplace
'Facework' as the Primary Means of Managing Identity
General Principles for Identity Work with Conflict Coaching Clients
Specific Approaches for Identity Work with Conflict Coaching Clients
5. The Emotion Perspective
Introduction to Emotion
Theories of Emotion
Emotional Competence
General Principles for Emotion Work with Conflict Coaching Clients
Specific Approaches for Emotion Work with Conflict Coaching Clients
6. Stage Two - The Power Perspective
Power in Relation to Identity and Emotion
Overview of Research and Theory on Power
Sources of Client Power in Conflict
Power Patterns in Conflict Interaction
Power Strategies and Tactics
Power and Culture
Working with Clients Who Feel and/or Act Disempowered
General Principles for Power Work with Conflict Coaching Clients
Specific Approaches for Power Work with Conflict Coaching Clients
7. Stage Three - Crafting the "Best" Story
Relevant Change Theories
The Link to Narrative Theory
General Principles for Crafting the "Best" Story
Specific Approaches for Crafting the "Best" Story
8. Stage Four - Communication Skills: Confrontation, Confirmation and Comprehension
Culture and Communication Skills
Key Conflict Communication Skills
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
9. Stage Four - The Conflict Styles Opportunity
A Conflict Styles Framework
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 to Conflict Styles Work with Conflict Coaching Clients
10. Stage Four - The Negotiation Opportunity
Basics of Negotiation
Two Major Approaches to Negotiation
11. Stage Four - Coordinating Coaching with Other Conflict Processes
Organizational Dispute Systems
The Role of Conflict Coaching in Leveraging Dispute Systems
General Principles for Coordinating Conflict Coaching with Other Conflict Processes
Specific Approaches for Coordinating Conflict Coaching with Other Conflict Processes
12. Learning Assessment in Conflict Coaching: The Parallel Process
Learning Assessment: Did the Conflict Coaching Work?
General Principles for Learning Assessment
Specific Approaches to Learning Assessment
III. Integrating Conflict Coaching Into Your Practice
13. Needs Assessment and Program Evaluation for Conflict Coaching
Needs Assessment: Will Conflict Coaching Meet "My" Needs?
Program Evaluation: Is Conflict Coaching Working for "You?"
Using Needs Assessment and Program Evaluation to Market a Conflict Coaching Practice
14. The Future of Conflict Coaching
A Research Agenda
Training and Delivery Mechanisms
Policy/Implementation Agenda
