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Conflict Coaching Tricia S. Jones

Conflict Coaching By Tricia S. Jones

Conflict Coaching by Tricia S. Jones

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Summary

Defines this growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique.

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Conflict Coaching Summary

Conflict Coaching: Conflict Management Strategies and Skills for the Individual by Tricia S. Jones

Recent research shows that between 25-85% of conlfict 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 Resolution 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 get 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 practicioners in a range of academic disciplines including communication, business, education, law, psychology, sociology, and social work.

Conflict Coaching Reviews

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the conflict coach and then clearly blows open a much needed area of practice that has been unnecessarily restrained by outdated and untestable notions.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

-- Brian Polkinghorn, Ph.D.
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.
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

About Tricia S. Jones

Tricia S. Jones (Ph.D., The Ohio State University; M.S., Purdue University; B.S., University of Wiscon sin-Oshkosh) has been a conflict scholar, practitioner, and consultant for 25 years. She has written, edited, or co-edited 5 books, published more than 50 articles or book chapters, presented more than 100 presentations at national or international conferences, and received more than $2.1 million in grant fund ing for her research in the area of conflict processes. She is currently editor of Conflict Resolution Quarterly and serves as a guest reviewer for other conflict management journals. Dr. Jones brings con siderable knowledge of conflict theory and research that can be applied to conflict coaching. In addition, she has been an active conflict management trainer for a variety of Fortune 100 and national non-profit organization for the past 20 years. In recognition of her emphasis of theory and practice integration, she received the Jeffrey Z. Rubin Theory to Practice Award in conflict management from the International As sociation for Conflict Management in 2005. (She is also a co-author of a forthcoming introductory inter personal communication textbook to be published by Houghton Mifflin.) Ross Brinkert (Ph.D. & M.A., Temple University; B.A., Concordia University) is experienced as a coach in wide variety of settings, including Fortune 100 organizations. He has three years of experience co-leading a large campus conflict resolution program (with the first known use of institutionalized conflict coaching in the United States) and has more than 10 years of experience as an organizational develop ment professional with a specialization in conflict resolution. Courses he teaches at Penn State Abington include those in public relations/corporate communication, organizational communication, conflict resolu tion and negotiation, and public speaking.

Table of 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

Additional information

CIN141295083XG
9781412950831
141295083X
Conflict Coaching: Conflict Management Strategies and Skills for the Individual by Tricia S. Jones
Tricia S. Jones
Used - Good
Paperback
SAGE Publications Inc
20080212
344
N/A
Book picture is for illustrative purposes only, actual binding, cover or edition may vary.
This is a used book - there is no escaping the fact it has been read by someone else and it will show signs of wear and previous use. Overall we expect it to be in good condition, but if you are not entirely satisfied please get in touch with us

Customer Reviews - Conflict Coaching