Collaboration and Conflict Management Consulting
Mediation ∆Training ∆ Facilitation ∆ Conflict Coaching ∆ Speaking
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Rita Callahan developed and delivered conflict management coaching and team building projects that are significant components of national ADR (Alternative Dispute Resolution)workplace program for federal agency.
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Rita Callahan conflict coaches managers and employees by telephone and in person to improve workplace communication, to manage conflict effectively and to increase effective collaboration.
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Completed 3 year Coach Training Program with CoachUniversity, 2000.
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Delivers Conflict Coaching Training.
What Is Conflict Coaching?
Conflict Coaching is an ongoing partnership between a coach and a client to help clients produce satisfactory results when there is a conflict or negotiation to be addressed. Conflict coaching may assist clients to consider their own conflict styles, their behaviors when in conflict, their own needs in a specific conflict, the needs of the people with whom they are in conflict, strategies to address a conflict, and communication skills to be more effective in managing their own conflicts. Coaches may examine with clients what behaviors, actions, beliefs, perceptions, and assumptions no longer serve the client and what changes the client wants to make.
Conflict Coaching is often done over the phone in coaching sessions between a coach and a client, in person in one-on-one sessions, or sometimes in group settings to address a group conflict.
The benefits of Conflict Coaching for the coaching client include improved thinking and decisions-making skills, fresh negotiation perspectives, interpersonal effectiveness, confidence in addressing conflicts, effective communication skills, and enhanced constructive conflict behaviors.
(The word “coaching” is used in ADR (Alternative Dispute Resoluiton) to describe other aspects of coaching that are different from Conflict Coaching. For example, mediator/trainers sometimes “coach” new mediators during mediation role-plays, mediators sometimes “coach” parties to communicate effectively during mediations, or experienced mediators sometimes “coach” new mediators to develop mediation skills. These are not examples of Conflict Coaching.)
Contact Rita Callahan for more information about Conflict Coaching, being a Conflict Coach or Conflict Coaching Training.
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