What's Conflict Coaching

 

  • It's a process to help you understand conflict, how you interact with others, and how to communicate more effectively. 

 

  • It's a partnership that allows you the opportunity to reflect on the circumstances surrounding the conflict scenario, and possible courses of change.   

 

Comprehensive Conflict Coaching (CCC) Model*

 

  • We use the CCC model that is theoretically grounded in the communication perspective and a systems orientation for purposes of conflict analysis.

 

  • We endorse the basic principle of efficiency - getting the most benefit with the least amount of time and effort. 

 

  • Typically it takes 3 months of intentional coaching for the client to move quickly through analysis to action planning and implementation.

 

We help our clients go through the stages of the CCC:  

 

  • First, we conduct a free initial intake session to ensure conflict coaching is appropriate.  If appropriate, we proceed through the following stages:

 

  • Stage 1:  Discovering the story
  • Stage 2:  Exploring 3 perspectives: identity, emotion, and power
  • Stage 3:  Crafting the best story
  • Stage 4:  Enacting the best story by focusing on communication skills, conflict styles, and negotiation

 

 

We analyze conflict styles: 

 

  • The Thomas-Kilman Conflict Mode Instrument (TKI)** is used to assess a client's behavior in conflict situations; i.e., situations in which the concerns of two people appear to be incompatible.   

 

  • We analyze a person's behavior along 2 basic dimensions:  
    • assertiveness, the extent to which the individual attempts to satisfy his or her own concerns
    • cooperativeness, the extent to which the individual attempts to satisfy the other person's concerns  

 

  • These 2 dimensions of behavior are used to define 5 methods of dealing with conflict:
    • Competing
    • Collaborating
    • Compromising
    • Avoiding
    • Cooperating

 

 

We help our clients apply insights to actual situations and identify action steps for change.

 

 

We continuously evaluate the results of conflict coaching and encourage follow-up to ensure optimal results.

 

 

 

 

 

 

 

 *This model can be viewed in more detail in "Conflict Coaching: Conflict Management Strategies and Skills for the Individual" by Tricia S. Jones & Ross Brinkert (Sage Publications, Inc., 2008).

**This two-dimensional model of conflict handling behavior is adapted from "Conflict and Conflict Management" by Kenneth Thomas in The Handbook of Industrial and Organizational Psychology, edited by Marvin Dunnette (Chicago, Rand McNally, 1976). 

 

 

 

 

 

 

 

 

 

 

 

 

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