Examining Conflict Resolution On Historical Re Enactment

* Coaching This is a process that supports and enables an individual to unlock and maximise their own potential, to develop and improve performance. Coaching helps the individual to learn rather than be taught. Coaching believes the individual is best to take responsibility for own actions and solutions with subtle guidance and prompts. This is an excellent way of improving performance through reflection. Enabling control and development to remain with the individual with the coach helping to unlock own potential. The ‘GROW’ model of coaching (Whitmore, 2009) provides a structured model for the coach. G= Goal setting asks questions to encourage the

Positive psychology and coaching psychology appear to have some things in common, which implies that these concepts can take some major lessons from each other. As a result of the things they share in common, positive psychology and coaching psychology have captured the popular psychological imagination (Linley & Harrington, n.d.). In addition, these concepts focus on the enhancement of performance and well-being, which

Thank you for sharing your thoughts, however, I would like to add to your statement, “…coaches have to understand that it is not about what works best for them, but what works best for their clients.” While discernment may be readily available to help the coach understand the client’s issues and what is best for them, Stoltzfus (2005) suggests coaches should be careful not to think they have the solution after a rapid round of discernment. The job of the coach is to “invite each individual to discover his or her own greatness” and assist them in goal setting that leads to transformation (Hargrove, 2008, p. 63).

According to Forbes magazine, personal coaching alone is a booming industry worth over $1 billion.(Stahl, 2016)The problem is At present the coaching industry is unregulated and there are thousands of people operating as coaches who have not received training.(O’Donovan, 2016) but what is a coach and what are they trying to achieve? The most common perception is that of a sports coach blowing his whistle on the athletics field. Although many have heard of an executive or life/personal coach, few have any real inkling of what one actually is. The confusion around coaching is not a new phenomenon, 20 years ago, Whitmore held the view that “Coaching is in danger of being misrepresented, Miss perceived, and dismissed as not so new and different and failing to live up to its promises.”(Whitmore, 1996). while the actual coaching process may be shrouded in mystery, it seems of critical importance to be able to clearly Explain what result a coach is trying to achieve when working with a client, differentiate coaching from other disciplines such as mentoring, training, counselling or consulting. We must also find out What are the unique qualities or skills that We when you’re ready coach uses are and how we can measure coaches competence in using these qualities or skills. The following essay will attempt to describe the purpose of coaching both personal and business, compare and contrast coaching with psychotherapy,

Coaching depends on the outcomes and behaviors of the individual involving in the coaching process. (Goldsmith, lyons, & McArthur, 2012).

Coaching is not for those who need therapy to overcome disruptive painful influences from the past; it is for relatively well-adjusted to build vision and move forward toward the future. Coaching is not reactive looking back; it is proactive looking ahead. It is not about healing; it’s about growing (p. 14).

Persons should also understand the various stages of conflict which they would have to mentally and emotionally be a part of. These range from the tension, role confusion, injustice collecting, confrontation and adjustments stages. Work should be undertaken to change the individual then towards teaching conflict resolution. Resolution would help counselees reduce conflict and go forward towards building better relationships. Bible Quotes for and against interpersonal

According to our textbook Beebe, Beebe, & Ivy (2014), “interpersonal conflict is a fact of life and eventually all relationships experience conflict” (p. 218). Precisely how the conflict is resolved left up to the involved parties. I am credible because I participated in the following conflict with my mother, analyzed the conflict using the Beebe, Beebe, & Ivy (2014) text, and then used the collected information to structure this paper. The central idea of this essay is that people with conflicting personalities and viewpoints need to be more understandable towards each other in order to be an effective communicator. This paper will first discuss the type of conflict that occurred, the conflict management style used by each party, the effectiveness of the management of the conflict, and four conflict management skills that could be improved in this specific conflict. Now aware of the construction of this essay, it is now time to understand and examine the type of conflicts involved.

The concept of coaching has been challenged for many years with the various conceptualisations of the term coach or coaching. Practitioners and academics have different understandings of the term (Hamlin and Ellinger, 2009, pp.13) and it is often used throughout business with various preceding tags. From life, sports and workplace coaching the themes and perspectives vary significantly. Practitioners that see themselves as coaches Wilson (2011, pp.7) argues, are simply taking advantage of the label for personal and monetary gain, including the likes of fitness coaches, diet and food coaches. A Sports coach typically tells the coachees what to do and where they are going wrong, whereas a true coach is a facilitator allowing people to learn, develop and fulfil their potential (Somers, 2006, pp.10; Whitmore, 2010, pp.10). This all suggests that coaching requires someone acting as the coach and someone the coachee. Some evidence suggests that self-coaching is an effective means, drawing upon self-persuasion theory (Aronson, 1999a; 1999b cited in Sue‐Chan and Latham, 2004, pp.261).

Interpersonal conflict is “an expressed struggle between two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals” (Floyd, 2011, p. 350). To fully understand conflict, the definition can be broken down further. As Kory Floyd (2011) describes, “conflict is an expressed struggle.” A conflict is not fully present until one party’s feelings are aware to the other party. This can be done through both verbal and nonverbal behaviors. Conflict occurs between interdependent parties as Floyd (2011) explains. A disagreement becomes a conflict if both parties depend on each other in some way. For example, the relationship between a child and their parents is a relationship that has high interdependence. If there is no dependence between the two parties, Floyd (2011) does not consider it interpersonal conflict, which I personally found interesting. The next part of the definition declares that conflict is about the goals the parties perceive see as incompatible. Incompatible, means that both party’s needs cannot be met. However, Floyd

Coaching helps a person to accomplish what he or she wants to accomplish. Vanderburgh adds, coaching helps people do what they want to do, thereby closing the gap between their intentions and their completions. The author continues, coaching adds to a person’s life; someone whose only interest in them is seeing that person does their best so they can be their best. Vanderburgh proclaims, coaches are specialists in completions and understands how to help other people accomplish their goals, fulfill their dreams, finish their incompletions, implement their decisions, and realize their plans. At any rate, it is this writer’s belief that coaching helps people to complete task/desires, therefore, causing one to become the people they want to become and accomplish the goals they choose to accomplish, after reading the perspective of the author. A coaching process that utilizes the powerful relationships that surround the person being coached is not only more effective, however, it is a living witness to the reality of the gospel and the kingdom of God (VanDenburgh, 2007, Coaching for

Coaching is a purposeful connection with another human that supports immediate change and stimulates long term sustainable results (Mann, S., & Smith, S., 2015, p.36)

Coaching is the developing of a person’s potential and capability to the highest level attainable within their environment (Flaherty, 2010). While there exists a myriad of approaches to the manner in which coaching ought to be carried out, there exists consensus on the primal duties of a coach

Interpersonal conflict is described as “an expressed struggle between at least two interdependent people who perceive incompatible goals, scarce resources, or interference in the achievement of their goals (Beebe 221). As with many other things, people have developed some myths about it. One of the interpersonal conflict myths is that it indicates a relationship of poor quality. This is, however, incorrect because the conflict can instead demonstrate the complete opposite. An example would be when a couple is arguing about what to eat for dinner. Such a disagreement can show that there is a supportive environment between the two of them. Both people feel comfortable enough to voice their differing opinions without the fear of being negatively

There are five styles of dealing with conflict, which come from the Thomas Kilmann Model. These strategies can be considered in terms of who wins and who loses. Other models use different labels but express the same ideas as Thomas and Kilmann (2016), in that these five styles show the balance between concern for self and concern for other. Avoidance style is where everyone pretends there is no problem, which can be useful if people need to ‘cool down’ prior to having any discussion or the conflict is of little importance; however, the conflict may resurface and create a lose/lose situation