Ccc Model

Negotiation & Conflict Resolution CCC Model The Comprehensive Conflict Coaching Model is exactly what the name states: a very targeted and enlarged approach to deal with a conflict situation between individuals. Before the actual model is applied, there are several preliminary phases that should determine whether the model is adequate for a given situation and to prepare the parties for this coaching effort.

One of these important preliminary phases is the initial conversation, during which the participant should understand what the model implies, how it can help in a particular situation, how progress can be made etc. Another preliminary phase implies the assessment of both the coach and the client. This is again aimed at determining whether or not the model is applicable to a certain situation.

This phase should look at potential conflicts of interest or on whether the client is actually fit for such a coaching session, including whether he is open and willing to communicate with the coach. There are four stages in the Comprehensive Conflict Coaching Model: discovering the story; exploring the story from three perspectives; crafting the best story and enacting the best story. This part of the paper will look at these different stages and analyze the most important characteristics of each of these stages.

Stage one, discovering the story, implies several subcomponents. The clients tell the story from their own perspective and provide listeners with the ability to comprehend how they feel about the matter as a whole and to try and determine whether or not they are right in taking on the attitudes that they take.

The second stage involves the coach having to emphasize the objective side to the story and attempt to have clients understand what they need to change about their thinking in order to see things from a general point-of-view. After seeing all sides to the story, stage three has the client acknowledge that he or she needs to change his or her thinking (at least as much as it takes to make matters right) in order for the conflict to end.

Stage four has the client implement the best strategy needed in order for him or her to succeed. My conflict story A conflict story in my life involved people in a company having to adapt to a change to the company's booking system. Most employees were reluctant to accept this change and felt that it would be pointless for the booking system to be changed. They simply saw the overall operation as a renewal process meant to revitalize the institution.

I observed that the new booking system was much more complex and that this was a major factor preventing them from accepting it. The old booking system was outdated, limited, and experienced frequent crashes. As a consequence, I focused on adopting a series of strategies meant to have them understand that they needed to get out of their comfort zone in order to be able to get actively involved in helping the company progress.

I arranged a series of situations during which the old system would experience several crashes and during which they would become frustrated with using it. This made it possible for them to gain a better understanding of the general condition they were in and to be willing to accept anything as long as they knew this would put an end to their frustration.

Even with the fact that in order to be implemented the new system required several training sessions, the employees eventually came to realize that this was the best solution for them. They were well aware of the implications of abandoning a system they have been used to for several years and of the fact that they were likely to make a lot of mistakes as they got used to the new one.

However, they eventually came to embrace change both as a result of knowing it was inevitable and because they realized that it would eventually be for their benefit. How my story is related to the topic under discussion I believe that my ability to see the general situation made it possible for me to successfully deal with problems I came across. "Assessment and evaluation are essential components of conflict coaching and tend to occur throughout the process." (Chapter two, p. 39) The fact that I assessed the situation and.