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 | |
Likely Drivers of Continued Development for Conflict Coaching | |
Conflict Coaching Principles | |
Major Reasons for the Conflict Resolution Field to Develop Conflict Coaching | |
The Comprehensive Conflict Coaching Model | |
An Overview of Coaching Models | |
The Comprehensive Conflict Coaching (CCC) Model | |
Conducting Conflict Coaching | |
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 | |
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 | |
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 | |
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 | |
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 | |
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 | |
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 | |
Stage Four - The Negotiation Opportunity | |
Basics of Negotiation | |
Two Major Approaches to Negotiation | |
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 | |
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 | |
Integrating Conflict Coaching Into Your Practice | |
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 | |
The Future of Conflict Coaching | |
A Research Agenda | |
Training and Delivery Mechanisms | |
Policy/Implementation Agenda | |
Table of Contents provided by Ingram. All Rights Reserved. |