Managing High Emotions in Conflict By Dionne Dury
This was the fourth topic in our series of online webinars recently; The Art & Science of Conflict Resolution. We chose this topic because emotions play… Read more »
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I have recently returned from a trip to Australia where I undertook a four-day training course on conflict management coaching. As well as having a very nice time in the spring sunshine I have successfully become a trained CINERGY conflict management coach. I have been aware of the CINERGY model for some time. The model is the brain child of Cinnie Noble and my previous expertise extended to having read her excellent book and followed the model in a self taught fashion. Having now had the opportunity to explore and understand the model in far greater detail, I am even more of a fan. Here are some of my learnings from Australia and reflections on how this new skill can be used to support those in conflict.
A bit about CINERGY
How can this help?
It was also of interest to me to learn how conflict coaching and mediation is being used in Australia and New Zealand. Alternative Dispute Resolution has been more widely accepted and practiced in these jurisdictions than in the UK so they are somewhat further ahead. Many organisations have trained conflict coaches in-house and coaching can be the first mandatory step prior to formal disciplinary action or performance management processes being initiated. This is not something that I am aware of in the UK and I think that there is huge value in such an approach.
Conflict management coaching be used in the following ways.
If you would like more information about how conflict management coaching could help you or your organisation please contact me at [email protected] or 07808 829545; I would be delighted to discuss how this approach could add real value.
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From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.
HR Manager |
This was the fourth topic in our series of online webinars recently; The Art & Science of Conflict Resolution. We chose this topic because emotions play… Read more »
I have recently become an accredited [email protected] coach and so have added this tool and skill set to the accredited conflict coaching models that I have… Read more »
It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.