Jones, T. S., & Brinkert, R. (2008). Conflict coaching: Conflict management strategies and skills for the individual. Thousand Oaks, CA: Sage Publications.“Conflict Coaching: Adding a Critical Forum to Help Fix the Fuss”Tricia S. Jones, Prof. Temple University Where It Began – the MicroCommunication Scholar; Focus on Interaction Analysis and Stochastic Modeling in Divorce and Child-Custody Mediation (1985, 1989)Nascent ADR Field (Pound Conference 1977; burgeoning court mediation programs; fueled by need for responsive legal systems)State Justice Institute Grant (1996); Under-Utilization of Mediation; Concerns About Mediation EfficacyBuilding Conflict Management Systems and Processes to Empower PartiesWHAT WAS MISSING? A Theory-Informed One-on-One Third Party ADR ProcessCONFLICT COACHING: PURPOSE, PROCESS, SYSTEMS APPLICATIONSPURPOSE – CONFLICT ANALYSIS FOR STRATEGIC ACTION AND EMPOWERMENTPROCESS – Theory Into Practice; CCM MODEL (Jones & Brinkert, 2008)•      Narrative Theory; Narrative Mediation•      Drivers of Conflict; Identity, Emotion and Power•      Visioning; Construction of Future Narrative•      Skills Development for ImplementationSYSTEMS CONTEXTS AND APPLICATION – Developing CC for Systems Fit and Support Conflict Coaching Applications – The Macro WorkplaceFederal SectorADRA 1996, mandatedConflict Coaching included as Third Party Process under MD-110 and ADRA Inclusion in most Fed AgenciesIncreasingly Used as Pre-Mediation ProcessInternational OrganizationsUnited Nations, Secretariat and UNHCRWorld Bank, in Mediation Program ServicesPrivate Sector Ombuds & ADR, HR Community MediationNew York, NYUCS/NYSDRA (similar statewide systems in Maryland (MACRO), Heartland Mediation Association, Georgia, etc.62 County Community Mediation System; over 1,000 conflict coaches since 2013; infused in all areas of service (family, court, youth-based) Special EducationCA SELPAs, CADRE (OSERs National TA Organization)Special education conflict coaching throughout CA and CADRE national pilot project 2025-2027 Challenges/Opportunities and CatalystsChallenges and OpportunitiesMediation-centric field (then more than now)Maintaining frame of Conflict Coaching as ADR process rather than counseling/ “coaching”Getting caught in “only one best model” dynamicUnderstand and respect limits of the intervention Catalysts, Tidbits and InspirationsMeet Their Need (understand the system; honor the need)Follow the Heat (engage the emergent energy)Find and Nurture Champions of Innovation (Kings County – Brooklyn Criminal Courts)Dedicate Yourself to Theory to PracticeLeverage Fertile Fields (don’t expend energy and resources in the desert)Build Partnerships Outside the “Tower”; the “academy” may not be the best incubatorIf “They” Build It “They” Will Come (and Learn to Let Go) 

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