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.

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.

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.

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.

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.