Monday, March 7, 2011
Coaches from the wide range of contexts regularly help clients to work through their interpersonal conflicts. Related goals may have to do with ways to better manage an ongoing conflict, to prepare for one that is anticipated or to resolve a past dispute that is lingering. Some clients may also want to improve their general conflict competence.
For example, objectives may be about how they react to certain triggers, how to regulate their emotions when involved in contentious discussions or how to enhance their communication skills. Relevant to providing conflict management coaching (also known as conflict coaching) is that the language in the field of Alternative Dispute Resolution (ADR) has shifted from conflict management to conflict engagement. This is premised on helping people to gain the knowledge, skills and abilities to effectively participate in interpersonal conflict, rather than avoid it or wait until things have escalated before addressing them.
The inherent philosophical shift in this language is significant for those of us who either specialize in conflict management coaching or find ourselves commonly coaching clients about their interpersonal disputes.
Cinnie Noble, ACC, LL.B., LL.M. (ADR) is a lawyer-mediator and the Founder of the CINERGY® model of conflict management coaching. She hosts ICF’s Conflict Management Coaching Special Interest Group which holds monthly teleseminars on related topics. Cinnie’s website is www.cinergycoaching.com and she may be contacted at firstname.lastname@example.org.