Conflict Coaching Articles
A change manager candidly discusses her experience in a company.
When we want to control emotions better in the midst of a difficult conversation, we may try to ignore the unwelcome emotion or try the opposite, indulge it.
In many ways, what coaches and lawyers do in the work place is very similar, just from a different point of view.
It does seem, as we move comfortably into the 21st century, that the earth and the inhabitants within are in constant process of adaption.
The First U.S. Circuit Court of Appeals in Boston recently declined to enforce an arbitration clause in the Container Store’s loyalty program against blind customers.
Sulh or amicable settlement has a long history within Arab and Islamic societies and have their roots in pre-Islamic Arabia.
If you have a dynamic “living system” there is no silver bullet for perfect team behavior or production - and you wouldn’t want it any other way!
Oh my goodness, another year has passed and I would like to wish you all the very best for 2018. May it be a peaceful, loving and joyful one for you and yours!
As conflict management coaches it is common that we witness our clients encounter blocks during the course of our engagement.
Guerilla warfare is unconventional. Instead of relying on large, slow moving armies and doctrines of overwhelming force, guerillas depend on invisibility, highly portable weapons, quick ambushes, booby traps, and hundreds of pressuring tactics that achieve practical offensive or defensive results.
In the spirit of Honest Abe, New York again celebrated Mediation Settlement Day on October 18 this year with a host of activities designed to promote mediation as a means of resolving disputes without going to court.
On July 13, 2017, Hong Kong’s Legislative Council passed an Apology Law.
Should HR professionals mediate internal workplace disputes?
How many of us share the experience I have had – sitting on the last train home, late at night, with a day’s mediating behind me and no settlement?
This article defines conflict coaching, describes areas in which conflict coaching can be used, and illustrates an example of how a conflict coaching process might proceed.
This year, I think I have seen more articles on why and how NOT to make New Year’s Resolutions than making them.
This article considers issues of safety in mediation, with practical advice for all mediators to consider before, during, and after a mediation session to ensure participant and mediator safety.
In order to be effective, trainee mediators need to unlearn much of what they think they already know.
This article teaches us how we as mediators should respond to workplace conflict, by understanding the interplay between the company, its employees, and the neutral.
This article discusses the Hague Convention on child abductions. It gives an update on dealing with children in international custody negotiations.
I have shaken my magic 8 ball and it landed on Conflict Coaching. Some of you may say nothing “futuristic” about that I've been doing that for years. I believe it may be used in private practice, but not in community centers.
We were all trained to be aware of “what's in our bags” or to phrase it differently, what each person brings to the table. Then we’re told you must not bring anything to the table but the ability to listen and ask open-ended questions.
You may have heard the phrase hair trigger temper referring to someone who reacts strongly when angry. As an adjective hair trigger has been described to mean “easily activated or set off; reacting immediately to the slightest provocation or cause”.
Over the years, I have learned that people reading this blog come from a wide range of belief systems, including atheist, agnostic, and those involved to large or small degree in various spiritual and religious practices. Although this blog post to which I am linking today is written by a Christian and part of the post is from a Christian perspective, I think anyone can learn from this article.
From 9/11/2001 to 9/11/2013, approximately the same amount of Americans died in the workplace due to violence as did American soldiers overseas fighting terrorists. Bullying, stress, domestic disputes, and other considerations account for this. Some researchers have suggested a new mental condition, similar to PSTD, called PTED which workers may exhibit. Out of control catabolic (harmful) conflict poses a serious problem for both businesses and workers. This two-part series looks into this issue and suggests how ADR practitioners can work with other various professionals to better help businesses make the workplace safer and more productive.