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Coaching Articles
- Do You Tell Your Mediation Clients About Neuroscience? A Poll At Brains On Purpose
- Trial Lawyers' Dilemma Similar To Mediation Advocates' Dilemma: Making The Initial Demand
- Texas Supreme Court Compels Arbitration Of Employment Discrimination Claims
- The Why’s Have It: Teaching Curiosity For Effective Negotiation And Mediation
- 9 Year Old Mediator Could Teach Us All Something
- Why Do You Think They Call Them "War" Stories? A Meditation On Mediation Ethics
- Real-Time Online Video Meetings
- To Avoid A Claim For Malpractice, California Court Says Keep Your Mediator Present At All Times
- Intuition Or Counter-Intuition?
- Carrie Prejean And Mediation Confidentiality
- Ethics And Best Practices For Mediation Provider Organizations: 7 Years After Georgetown
- Prejean, Larry King And Hard Facts Making Bad Mediation Confidentiality Law
- The Death Of The Cookie-Cutter Mediator Is Nigh
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More What's New
How Can We Assist Clients in Becoming More Successful at Conflict Resolution? (11/12/02)
Joyce Odidison Let’s face it clients who are highly skilled in conflict resolution seldom visit our offices. This means that we should be prepared to provide our clients with conflict resolution coaching and support through their current conflict situation, and also be able to provide conflict resolution skills they will utilize to resolve future conflicts they may encounter.
Effectiveness Study - Conflict and Your Career (7/15/02)
Craig Runde According to a new study from the Management Development Institute, there's a strong link between a person's ability to resolve conflict effectively and his or her perceived effectiveness as a leader-and therefore, his or her likelihood of promotion.
Options In Conflict Management System Design (7/01/02)
Cinnie Noble Some organizations name conflict management as a competency, assessing managers’ proficiency in developing working relationships that prevent and resolve disputes in the workplace. How to help managers (and other staff) become proficient may be accomplished in a number of ways, including through conflict management systems that provide multiple options and access points for users.
Process Options for Workplace Conflict Management (5/14/02)
John Ford A variety of options are available to deal with workplace conflict. It is worth noting that each of the approaches is suitable in circumstances, and that the ideal is a coordinated and supportive array of interest and rights based options for dealing with all types of problems as early as possible.
Conflict Coaching: A Preventative Form of Dispute Resolution (5/06/02)
Cinnie Noble The fields of coaching and dispute resolution effectively unite in the provision of interest-based conflict coaching. Mediators have operative skills and knowledge to apply ADR principles for the purpose of coaching people to prevent and resolve disputes. The addition of conflict coach training expands that integral base and extends the dispute resolution field to one-on-one assistance with conflict management.
Conflict Management Through Coaching (10/17/01)
Cinnie Noble Conflict management coaching combines ADR and the burgeoning field of coaching. This application of dispute resolution skills is aimed at helping individuals improve the way they deal with conflict in general. Conflict coaching may also be used to prepare a party for a specific negotiation or mediation. In all cases, conflict coaching requires practitioners to use many of the skills DR professionals apply as mediators, but in a different context and on a one-to-one basis.
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