Khalid and Jenna attended a mediation a few weeks ago
regarding several issues that they were unable to resolve together
in their work unit. They seemed to come to agreement
about those matters. However, the two have not spoken since.
Jenna acknowledges that she resents Khalid for initiating the
mediation, and believes she did not handle herself as well as
she could have. She knows she is generally not resilient when
it comes to conflict. Jenna wants to overcome this trait and
also apologize to Khalid for some things she said. She prefers
to do so without involving anyone else.
Whether or not clients’ conflicts are workplace-related, their goals
in coaching fall under several general themes:
• To explore what, if anything, to do about a dispute that has
already occurred.
• To consider the most appropriate strategies and approaches in
managing a conflict that is currently in progress.
• To prepare for a one-on-one interaction, for example, a
performance review, disciplinary conversation or other situation
that is expected to be challenging.
• To consider how to approach a situation that could escalate
into an unnecessary argument.
• To prepare for presenting a topic to a group that is likely to
engender adverse reactions.
• To talk out thoughts and feelings about a fractious situation.
• To examine the choices and solutions that may be feasible for
resolving issues that are in dispute.
• To prepare for mediation or another process such as negotiation,
arbitration, trial, grievance, collaborative law or group
facilitation.
The stages of the CINERGY™ model and how it helps clients
achieve goals such as those are described in Chapter 4. The theoretical and
