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| Introducing Conflict Coaching | |
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| Conflict Coaching: Conflict Management Strategies and Skills for the Individual | |
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| A General Definition of Conflict Coaching | |
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| Sources of Development: An Overview of "Conflict" and "Coaching" in | |
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| Likely Drivers of Continued Development for Conflict Coaching | |
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| Conflict Coaching Principles | |
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| Major Reasons for the Conflict Resolution Field to Develop Conflict Coaching | |
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| The Comprehensive Conflict Coaching Model | |
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| An Overview of Coaching Models | |
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| The Comprehensive Conflict Coaching (CCC) Model | |
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| Conducting Conflict Coaching | |
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| Stage One - Discovering the Story | |
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| Narrative Theory | |
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| Narrative Theory Applied to Conflict Management | |
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| Discovering the Story | |
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| General Principles for Discovering the Story | |
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| Specific Approaches for Discovering the Story | |
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| Stage Two - The Identity Perspective | |
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| Identity in Relation to Emotion and Power | |
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| Overview of Research and Theory on Identity | |
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| A Model of Identity in Interpersonal Conflict in the Workplace | |
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| 'Facework' as the Primary Means of Managing Identity | |
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| General Principles for Identity Work with Conflict Coaching Clients | |
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| Specific Approaches for Identity Work with Conflict Coaching Clients | |
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| The Emotion Perspective | |
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| Introduction to Emotion | |
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| Theories of Emotion | |
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| Emotional Competence | |
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| General Principles for Emotion Work with Conflict Coaching Clients | |
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| Specific Approaches for Emotion Work with Conflict Coaching Clients | |
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| Stage Two - The Power Perspective | |
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| Power in Relation to Identity and Emotion | |
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| Overview of Research and Theory on Power | |
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| Sources of Client Power in Conflict | |
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| Power Patterns in Conflict Interaction | |
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| Power Strategies and Tactics | |
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| Power and Culture | |
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| Working with Clients Who Feel and/or Act Disempowered | |
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| General Principles for Power Work with Conflict Coaching Clients | |
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| Specific Approaches for Power Work with Conflict Coaching Clients | |
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| Stage Three - Crafting the "Best" Story | |
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| Relevant Change Theories | |
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| The Link to Narrative Theory | |
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| General Principles for Crafting the "Best" Story | |
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| Specific Approaches for Crafting the "Best" Story | |
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| Stage Four - Communication Skills: Confrontation, Confirmation and Comprehension | |
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| Culture and Communication Skills | |
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| Key Conflict Communication Skills | |
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| General Principles for Communication Skills Work with Conflict Coaching Clients | |
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| General Approaches for Communication Skills Work with Conflict Coaching Clients | |
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| Specific Approaches for Confrontation, Confirmation and Comprehension Work with Conflict Coaching Clients | |
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| Stage Four - The Conflict Styles Opportunity | |
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| A Conflict Styles Framework | |
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| Focusing on the Me, You and We of Conflict Styles | |
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| Conflict Styles and Culture | |
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| General Principles for Conflict Styles Work with Conflict Coaching Clients | |
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| Specific Approaches to Conflict Styles Work with Conflict Coaching Clients | |
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| Stage Four - The Negotiation Opportunity | |
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| Basics of Negotiation | |
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| Two Major Approaches to Negotiation | |
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| Stage Four - Coordinating Coaching with Other Conflict Processes | |
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| Organizational Dispute Systems | |
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| The Role of Conflict Coaching in Leveraging Dispute Systems | |
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| General Principles for Coordinating Conflict Coaching with Other Conflict Processes | |
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| Specific Approaches for Coordinating Conflict Coaching with Other Conflict Processes | |
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| Learning Assessment in Conflict Coaching: The Parallel Process | |
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| Learning Assessment: Did the Conflict Coaching Work? | |
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| General Principles for Learning Assessment | |
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| Specific Approaches to Learning Assessment | |
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| Integrating Conflict Coaching Into Your Practice | |
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| Needs Assessment and Program Evaluation for Conflict Coaching | |
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| Needs Assessment: Will Conflict Coaching Meet "My" Needs? | |
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| Program Evaluation: Is Conflict Coaching Working for "You?" | |
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| Using Needs Assessment and Program Evaluation to Market a Conflict Coaching Practice | |
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| The Future of Conflict Coaching | |
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| A Research Agenda | |
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| Training and Delivery Mechanisms | |
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| Policy/Implementation Agenda | |