I recently had an interesting conversation with someone who started out by describing their boss as a “narcissistic personality” and who was looking for some advice about how to get them to change their behaviours towards staff. Work with behaviours, not labels The first step is to emphasize the importance of avoiding labelling the boss […]
When the Boss Is Exhibiting Challenging Behaviours Read More »
1. Without breaching confidentiality: (a) How did you get this mediation? Through linked in/ word of mouth (b) Briefly describe the conflict. Work place/ break down of communication between colleagues. 2. What pre-mediation information did you have? Conversation with CEO and both parties a one hour zoom intake. 3. What pre-mediation steps did you take?
F’s first mediation Read More »
1. Without breaching confidentiality: (a) How did you get this mediation? The person who owns the business is a friend who knew I was just starting out and asked if I could help with an issue she was having with a couple of her staff. I had done some presentation/facilitation work with her previously. It was
K’s first mediation Read More »
*This article was written by Debra Farrelly, one of our Conflict Leadership Program members, after our June group sessions focused on this topic. For conflict practitioners, intuition seems to play a pivotal role in understanding and addressing the unspoken needs and underlying issues that arise in challenging conflict situations. But how reliable is your intuition,
Intuition: Do you trust it? Read More »
I recently reviewed the book Elastic by Leonard Mlodinow and have been thinking more about his discussion on how we understand what someone is saying to us. He explains that when you are listening to someone speak, rather than trying to decide the meaning of each word as it is spoken, your brain keeps the
The power of slowing down communication Read More »
Curiosity is more than just a tool for gathering information. While curiosity can lead to an increase in our knowledge, it’s most useful when it also leads to greater understanding. However, curiosity is not just useful because of what it “gets” us, it can also change us, and be a force for meaningful connection and
Curiosity in conflict Read More »
Anyone who works with people in conflict understands the transformative power of perspective taking in resolving conflicts. In fact, a large part of the work of mediators and conflict management coaches involves supporting clients to see things from different perspectives. Perspective taking often results in: More information being disclosed Increased capacity to communicate in a
Perspective taking in conflict Read More »
For many practitioners who complete their mediation or conflict coach training, the challenges have only just begun. This can be a difficult field in which to establish yourself, market your business, and get clients. Great mediation and coaching skills are essential, but not sufficient to build and sustain a business. There are some particular attributes
The challenges in marketing conflict-related services Read More »
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 »
