Conflict coaching (also called conflict management coaching) is: A one-on-one process involving someone trained as a coach AND trained in conflict dynamics; and a client who wishes to manage conflict more effectively (now or in the future), who are in a specific kind of (coaching) relationship aimed at changing the client’s mindset about conflict (and […]
What is conflict coaching? Read More »
I love a good “pros” and “cons” list, and today I’m sharing one that I put together about the things that I love about working in this field, and some things I wish were different. I’d really love to hear what you’d contribute to this list!
What I love (and what I wish were different) in the field of conflict resolution Read More »
Working with people in conflict, whether as a conflict management coach or a mediator, is a complex and uncertain activity. While practitioners usually follow some kind of process in their work, what they do within those processes involves a great deal of flexibility and choice. There is rarely one “right” choice for whether or how
Intuition as a conflict practitioner Read More »
I recently ran a REAL Masterclass exploring the concept of High Conflict Personalities (HCPs). Many of the participants were looking for some quick fixes and easy tools to use when they came across HCPs in their practice. What they instead discovered was that this desire for a simple solution is in fact one of the
CRITICAL REFLECTION: High Conflict Personalities Read More »
What is trust? The word trust can be used as a noun (something you have) or a verb (something you do). As a noun, trust can be defined as “assured reliance on the character, ability, strength or truth of someone or something” (Merriam-Webster) As a verb, trust can be defined as a belief that “someone
Trust between practitioner and client Read More »
What are generations? Generations are groupings of people based on their date of birth into time periods of about 15 years. The five most recent generations are: The Silents / Traditionalists (born between around 1925-1945); The Baby Boomers (born between around 1946-1964); Generation X (born between around 1965-1979); Millennials / Gen Y (born between around
Intergenerational Conflict Read More »
Goal setting is a standard first step in most coaching models. However, goal setting is not always easy or even useful! In this article I will explore some of the potential downsides of goal setting and consider some possible alternatives. “Knowing how and when to set goals in coaching, knowing how to gauge the client’s readiness to
CRITICAL REFLECTION: Goal Setting Read More »
Many of the challenges that arise when neurodiverse and neurotypical people are involved in conflict are due to each person’s different way of experiencing, expressing and regulating emotions, and also the neurotypical assumptions on which many of our conflict resolution processes are based. With greater understanding and flexible approaches in the way we support diverse people
Neurodiversity, emotions and conflict Read More »
The Australian National Mediation Accreditation System Practice Standards refer to power in a number of parts: “A mediator must have knowledge [about] the dynamics of power and violence.” (Clause 10.1(a)(i)) “A mediator must be alert to changing balances of power in mediation and manage the mediation accordingly”. (Clause 6.1) “A mediator must have the ability
CRITICAL REFLECTION: Power balancing Read More »
THIS SPECIAL EDITION OF CONFLICT MATTERS has been written by Carol Bowen, presenter of our webinar about menopause and conflict. In the past ten years of my conflict resolution practice, it became clear to me that there was an increase in my coaching work of people, roughly between the ages of 40 and 55, desperately
Menopause and conflict Read More »