There is rarely time in a mediation or conflict coaching training program to discuss the practicalities of setting up your practice. In fact, completing the training and passing your accreditation assessment is only the first step. Following your training, you need to stay informed about developments in the field and continuously improve your skills. You […]
Tips for the new practitioner 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 »
What is trust? The word trust can be used as a noun (something you have) or a verb (something you do). As a noun, trust can be defined as “assured reliance on the character, ability, strength or truth of someone or something” (Merriam-Webster) As a verb, trust can be defined as a belief that “someone
Trust between practitioner and client 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 »
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 »
When mediators and coaches first learn how to mediate or coach, they are often taught a particular process with step-by-step instructions. This gives them a framework to follow as they practice and develop their skills. However, rigidly following those frameworks in the long term is likely to be problematic. Firstly, it may indicate that the practitioner
Adapting our box – co-designing a conflict resolution process Read More »
