{"product_id":"conflict-coaching-9781412950831","title":"Conflict Coaching","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003eRecent 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. \u003cb\u003eConflict Coaching: Conflict Management Strategies and Skills for the Individual \u003c\/b\u003edefines 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.\u003cbr\u003e\u003cbr\u003eRooted 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\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTrade Review\u003c\/b\u003e\u003cbr\u003e\u003ci\u003e \u003c\/i\u003e\u003cp\u003e\u003ci\u003e\"In \u003cb\u003eConflict Coaching\u003c\/b\u003e, 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the conflict coach and then clearly blows open a much needed area of practice that has been unnecessarily restrained by outdated and untestable notions.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.\"\u003c\/i\u003e\u003c\/p\u003e\u003cp\u003e\u003ci\u003e—Brian Polkinghorn, Ph.D.\u003cbr\u003eDistinguished Professor and Director\u003cbr\u003eConflict Analysis and Dispute Resolution \u003cbr\u003eWilson Elkins Professor, University System of Maryland\u003cbr\u003eExecutive Director, Center for Conflict Resolution, Salisbury University\u003c\/i\u003e\u003c\/p\u003e -- Brian Polkinghorn, Ph.D.\u003cbr\u003e\u003cem\u003e\"\u003cstrong\u003eConflict Coaching \u003c\/strong\u003eis 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.\" \u003c\/em\u003e -- Frank P. Brennan, JE.\u003cbr\u003e\u003cem\u003e\"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.\"\u003c\/em\u003e -- Drew Strayer\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003eI. 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\t 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\t 14. The Future of Conflict Coaching    A Research Agenda    Training and Delivery Mechanisms    Policy\/Implementation Agenda","brand":"SAGE Publications Inc","offers":[{"title":"Default Title","offer_id":48739115106647,"sku":"9781412950831","price":114.95,"currency_code":"GBP","in_stock":false}],"url":"https:\/\/bookcurl.com\/products\/conflict-coaching-9781412950831","provider":"Book Curl","version":"1.0","type":"link"}