Conflict Management Coaching at the Transportation Security Administration (10/19/09)
Cinnie Noble, Scott Becker, Sam Slosberg
In 2003, the Transportation Security Administration, (TSA), an agency of the U.S. Department of Homeland Security, initiated the development of an Integrated Conflict Management System (ICMS), as part of an innovative Model Workplace Program. A Conflict Management Coaching Program (CMCP) emerged early on as one of the many unique service delivery components of this ICMS. This article discusses how this innovative program was designed and addresses how the CMCP has emerged as an integral component of TSA’s ICMS.

Conflict Coaching: When Mediation Isn’t A Possibility (5/25/09)
Barb North
Ideally, mediators would like to sit down with all parties in a dispute and do what we are trained to do. But what happens when despite the mediators best efforts to convene a case, only one party is interested in coming to the table? There is still hope for a peaceful process through Conflict Coaching.   3 Comments

Measuring Conflict Coaching (5/26/08)
Cinnie Noble
As it becomes a more defined technique in the ADR field, those who provide conflict coaching will be increasingly discussing its many applications and also, the ways to increase its legitimacy, as a distinct mechanism. This article suggests that to successfully increase conflict coaching’s credibility, it is important that practitioners together with the organization for which they work (or for which they provide external services), consider how this process may be measured as a mechanism that increases conflict competence and short circuits the unnecessary escalation of conflict.

Conflict Coaching Podcast (5/05/08)
Geoff Sharp
Australian trainers, Julie Walker and Lynora Brooke, talked recently with LEADR's, Fiona Hollier about integrating conflict coaching into ADR practice.Listen here

5 Ways To Coach Parties In Mediation (3/10/08)
Geoff Sharp
I have written before on coaching in mediation asking - is it OK to coach people on how to say something or who should say it in a mediation?If I think of coaching opportunities I have had since Christmas, they have been;1. Talking to parties about who is the best person in the group to make the offer to the other side and even who they might want to look at when they do...2. That they might want to think about presenting a worst-case settlement offer first then contrasting that with their...

Merging the Roles of Legal Advocate and Executive Coach (8/13/07)
Bob Weiss
An important aspect of executive coaching is to use inquiry skills to help people strengthen self-awareness about their emotions, thinking, and behaviors. The goal is to help others find greater meaning and achieve improved outcomes in their work, relationships, and personal lives. You can use executive coaching inquiry skills to help your clients take responsibility for their feelings and behaviors, consider other meaningful possibilities, strengthen important relationships and rebuild trust.

Communication Coaching (12/04/06)
Kamila Blessing
The purpose of this article is to familiarize the reader with Communication Coaching, and to provide insight into how it should work for the client and how those benefits are achieved. We begin with some definitions, continue with a discussion of what is available under that name, and provide further depth through one consultant and her experience in this area.   2 Comments

Mindfulness in Conflict Coaching (8/07/06)
Cinnie Noble
Conflict coaching is a fast emerging technique in the field of ADR. As a specialized process for helping individuals effectively engage in conflict, coaches assist individuals to determine what will best enable them to reach their objectives, when it comes to how they manage a specific dispute, or conflict in general. To provide coaching in a way that is client-centered and transformative, it is important that coaches develop the capacity to be mindful.   1 Comment

Conflict Coaching – When It Works And When It Doesn't (2/20/06)
Cinnie Noble
Conflict coaching is a one on one voluntary and confidential process that combines ADR and coaching principles. It is at its very essence, an individualized method for helping people effectively engage in conflict. The focus of this article is when conflict coaching works and when it does not.

Peer Conflict Coaching at the Transportation Security Administration (1/23/06)
Michael Rawlings
The designers of Transportation Security Administration’s (TSA) Integrated Conflict Management System (ICMS) recognized that typically there is nowhere for an individual to go for the vast majority of daily conflicts and issues he/she faces at work. TSA has chosen to respond through a broad system of conflict management/cooperative problem solving education for all staff as well as through the development of conflict coaching.

A Coach Approach For Conflict Management Training (1/17/05)
Cinnie Noble
It is an understatement to say that generic conflict management training is really not enough. That is, it is not realistic to operate on the basis that one to three days of training in conflict management, fully equips people to effectively manage conflict, between themselves and others, or as a facilitator/mediator. It is a great start. However, it has become increasingly clear to this trainer, that other modalities such as pre and/or post-training coaching on conflict management, a staged approach to training and other methods help facilitate, optimize and sustain learning. Forum Discussion   2 Comments

Conflict Coaching: Creating Directions for Kobe Bryant and the International Gymnastic Federation (10/25/04)
Elizabeth Moreno
Many people tend to create conflict, rather than consider preventative measures and other ways to shift their culture to be conflict competent. However, there is a new emergence of Conflict Coaching which is emerging as a viable and productive mechanism in an effort to deal with and prevent conflict.

Post Mediation Coaching (8/30/04)
Cinnie Noble
As the field of coaching takes a foothold in the conflict management world, best practices and procedures will increasingly develop. Some dispute resolution professionals have been providing various forms of coaching in their work, for many years. However, there appears to be a growth in the development of a one-to-one coach approach for among other things, helping people improve their conflict management skills, prevent unnecessary disputes and to effectively resolve those that do arise. This article is about post-mediation coaching, one of the applications of coaching.

Is This Real? What We Create as Leaders (8/30/04)
Beata Lewis
Aren’t there times when you just wonder what movie you’re in? Maybe it’s a good movie. We all have versions of the other life movies. A possible title could be: “Things Fall Apart.” Things do not happen as you planned. People you rely on behave out of character, don’t keep agreements and create costly mischief. Timing is off and things are not coordinating as you think they need to. Once you “see” the dysfunction, is there something you can do about it? Yes.

Peer Conflict Coaching: Another Dispute Resolution Option (8/09/04)
Cinnie Noble
Conflict coaching is a concept that combines dispute resolution and coaching principles. It is a one-on-one confidential and voluntary process in which coaches work with individual clients to help them resolve disputes and to prevent unnecessary ones. Peer coaching may be used for many reasons and in many contexts, including conflict. Peer conflict coaching is a specific process in which staff members coach others at their same 'level'. That is, manager to manager, non-manager to non-manager.

Who Needs A Mediator? With Training You Can Resolve A Conflict On Your Own (4/26/04)
Jack Hamilton & Elisabeth Seaman This article focuses on an individual who participated in our workshop in May 2003, and who applied the six-step process to a conflict between her and a person who was renting space at a barn the individual was managing. One of the skills the individual had acquired in our workshop was the ability to teach or coach another person with whom she might be in conflict to follow the six-step method in reality-checking each other’s assumptions.

Mediation Coaching: A Form Of Conflict Coaching (4/05/04)
Cinnie Noble
To varying degrees, mediators coach parties when assisting them throughout the mediation process and particularly, in pre-mediations. However, the premise of mediation coaching as a form of conflict coaching, is that the coach assists one of the parties who wants help with matters that are beyond the usual scope of the mediator’s role. The role of a coach in terms of preparing and supporting a party for mediation is also quite different from a client’s union or legal representative, who may take a more adversarial approach that focuses on strategy and result.

Conflict Coaching For Leaders (5/19/03)
Cinnie Noble
One of the areas with which leaders often require help is conflict management. Executives and people in managerial positions typically view conflict as inevitable, but do not always realize how their workplaces and their strength as leaders may be improved with increased competency in conflict management.

Mentoring and Coaching (5/19/03)
Juliana Birkhoff
This article will outline a training I developed at RESOLVE for mediators who mentor and coach stakeholders in collaborative processes. I will explain why we chose to focus on strengthening mediators capacities to mentor collaborative team leaders, what a mentor and coach is in this context, and what is included in the training.

ADR Plus One:Developing ADR Practice Through Coaching (5/11/03)
Ross Brinkert
Coaching is a powerful concept that has roots in this nation's love of sports. In recent years, coaching has been used to make sense of a variety of different supportive relationships. Conflict coaching is one type of coaching relationship. It can be used in anticipation of an interpersonal conflict or to make a thorough assessment of a conflict that has already occurred. Conflict coaching fosters an individual's clarity for how a conflict shapes.