Capacity Building Through Conflict Coaching in Defence

1. Capacity Building Through Conflict Coachingin Defence Helen Marks – Director Directorate of Alternative Resolutions and Equity Fairness and Resolution Branch - DPE

2. Aim To provide you with an understanding of Conflict Coaching as a dispute resolution process and how it can be used to develop and build individual and organisational capacity

3. Scope • What are the elements of the CINERGY conflict coaching model? • When does Defence use Conflict Coaching? • How does this benefit individuals and the organisation? • How does Conflict Coaching build capacity?

4. What is Conflict Coaching? • Conflict coaching is a one-on-one alliance between a trained conflict coach and a person who wants to: • Resolve a dispute (past, present) • Prevent an unnecessary dispute • Prepare for a conflict or difficult conversation • Generally improve their competency in conflict management

5. Elements of Conflict Coaching ‘Cinergy TM’ • Clarify the goal • Inquire about the situation • Name the elements • Explore choices • Reconstruct the situation • Ground the challenges • Yes to the commitment

6. When to use Conflict Coaching • Dispute Resolution Options: • IBN / Problem Solving • Conflict Coaching • Mediation • Workplace conferencing • Conflict Coaching offers: • Prevention • Preparation • Practice • Follow-up and Support

7. Case Studies

8. Benefits of Conflict Coaching • Understand the conflict • Increase insight and self awareness • Develop mutuality • Problem solve – reality check / overcome obstacles

9. Benefits of Conflict Coaching(continued) • Explore choices – wise and informed • Practice options – guided and safe • Prevent further escalation of conflict • Reduce cost of conflict – personal and professional

10. Building Capacity • Self resolution • Assisted self resolution • Participate in dispute resolution • Assume responsibility for the forward • Rebuild relations and relationships • Reduce stress and illness • Return to full participation at work • Rebuild confidence and trust • Demonstrate fairness and respect

11. Filter and Funnel Fairness & Resolution Centres Problem Solving Formal • Information • Issue Identification • Conflict Analysis/Mapping • IBN Assessment (Options, Alternatives, Reality Check) • Gap Analysis (Assumptions, Interpretations) • Choices (Self-resolution, Informal, Formal) Divergent Thinking Common Roles ROG ROA QA IO IDENTIFY OPTIONS DEC DRP CHOICES (path to take) • Advise • Support • Training • Intake • Assess (Independence, impartiality, conflict of interest, suitability, appropriateness) • Intervene • Mediation • Conflict Coaching • Workplace Conferencing • Facilitation • Training Convergent Thinking Separate Roles

12. QLD (Victoria Bks) DEC Mike Quinn, DRP SQNLDR Wendy Presneill (Jan 08) NT (Robertson Bks) DEC Darroch Robinson, DRP Allan McKay (Feb 08) then MAJ Murray Pearson NSW (Defence Plaza) DEC Gary Candish, DRP Carol Bowen ACT/SNSW (Brindabella) DEC Berenice Devlin, DRP LEUT Patience Neal (Jan 08) VIC (Defence Plaza) DEC Peter Coster DRP Robyn Roberson SA (Edinburgh Parks) DEC Mark Livingstone, DRP (shared) Liz Halsmith WA (Leeuwin) DEC Chris Harrison DRP (shared) Liz Halsmith Fairness and Resolution Centres EA Network Defence DRPs Stakeholders

13. Websites: • www.defence.gov.au/fr • www.cinergycoaching.com [CINERGY™ Conflict Coaching = peacebuilding, one person at a time]

14. Points of Contact Director Alternative Resolutions and Equity (02)6127 3004 Deputy Director Learning and Communication (02)6127 3002 Deputy Director Dispute Resolution (02)6127 3003 Dispute Resolution Coordinator (02)6127 2988 Email: adr@defence.gov.au

15. QUESTIONS