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Informationen zum Autor Tricia S. Jones (Ph.D., The Ohio State University; M.S., Purdue University ; B.S., University of Wisconsin-Oshkosh ) has been a conflict scholar, practitioner, and consultant for 25 years. She has written, edited, or co-edited 5 books, published more than 50 articles or book chapters, presented more than 100 presentations at national or international conferences, and received more than $2.1 million in grant funding for her research in the area of conflict processes. She is currently editor of Conflict Resolution Quarterly and serves as a guest reviewer for other conflict management journals. Dr. Jones brings considerable knowledge of conflict theory and research that can be applied to conflict coaching. In addition, she has been an active conflict management trainer for a variety of Fortune 100 and national non-profit organization for the past 20 years. In recognition of her emphasis of theory and practice integration, she received the Jeffrey Z. Rubin Theory to Practice Award in conflict management from the International Association for Conflict Management in 2005. (She is also a co-author of a forthcoming introductory interpersonal communication textbook to be published by Houghton Mifflin.) Ross Brinkert (Ph.D. & M.A., Temple University ; B.A., Concordia University ) is experienced as a coach in wide variety of settings, including Fortune 100 organizations. He has three years of experience co-leading a large campus conflict resolution program (with the first known use of institutionalized conflict coaching in the United States) and has more than 10 years of experience as an organizational development professional with a specialization in conflict resolution. Courses he teaches at Penn State Abington include those in public relations/corporate communication, organizational communication, conflict resolution and negotiation, and public speaking. Klappentext Recent research shows that between 25-85% of conlfict disputants referred to mediation choose not to participate (i.e., they resist wanting to meet face-to-face). In the field of conflict resolution, conflict coaching is the only process that has emerged which allows resolution methods to work on a one-on-one basis. Conflict Coaching: Conflict Resolution Strategies and Skills for the Individual defines this growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique. In a service society where human relationships are central to our professional as well as personal lives, individuals value one-on-one attention to get custom solutions for handling important interpersonal communication. Rooted in research and theory, the text is organized into three sections, Introducing Conflict Coaching, Conducting Conflict Coaching, and Integrating Conflict Coaching, and offers a practical model for coaching. It is a useful volume for students and practicioners in a range of academic disciplines including communication, business, education, law, psychology, sociology, and social work. Zusammenfassung Defines this growing area of conflict resolution and distinguishes conflict coaching as a stand-alone resolution technique. Inhaltsverzeichnis I. Introducing Conflict Coaching 1. Conflict Coaching: Conflict Management Strategies and Skills for the Individual A General Definition of Conflict Coaching Sources of Development: An Overview of "Conflict" and "Coaching" in Likely Drivers of Continued Development ...
