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 »
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 »
I recently ran a REAL Masterclass exploring the concept of High Conflict Personalities (HCPs). Many of the participants were looking for some quick fixes and easy tools to use when they came across HCPs in their practice. What they instead discovered was that this desire for a simple solution is in fact one of the
CRITICAL REFLECTION: High Conflict Personalities Read More »
What are generations? Generations are groupings of people based on their date of birth into time periods of about 15 years. The five most recent generations are: The Silents / Traditionalists (born between around 1925-1945); The Baby Boomers (born between around 1946-1964); Generation X (born between around 1965-1979); Millennials / Gen Y (born between around
Intergenerational Conflict Read More »
Many of the challenges that arise when neurodiverse and neurotypical people are involved in conflict are due to each person’s different way of experiencing, expressing and regulating emotions, and also the neurotypical assumptions on which many of our conflict resolution processes are based. With greater understanding and flexible approaches in the way we support diverse people
Neurodiversity, emotions and conflict Read More »
In our Conflict Leadership Program last month, we discussed various challenges in our practice as mediators, conflict management coaches, and conflict management consultants. While there were a number of themes (including working with clients exhibiting challenging behaviours and managing strong emotions), surprisingly, the most commonly mentioned challenges were the limitations that are imposed by the systems
Challenges in our practice – hearing from the practitioners Read More »
THIS SPECIAL EDITION OF CONFLICT MATTERS has been written by Carol Bowen, presenter of our webinar about menopause and conflict. In the past ten years of my conflict resolution practice, it became clear to me that there was an increase in my coaching work of people, roughly between the ages of 40 and 55, desperately
Menopause and conflict Read More »
Mediation is often described as a confidential process, however confidentiality is not straightforward and there are many variations and exceptions to the principle of confidentiality in mediation. These variations may depend on what the mediator and the parties agree on, which model of mediation the mediator offers (e.g. facilitative, transformative, narrative), the substance of the
CRITICAL REFLECTION: Confidentiality Read More »
