Bill Eddy

This workbook by Bill Eddy and Georgi DiStefano is for employees and managers who are in need of improving their working relationship skills, as well as employees and managers who want to advance in their careers with new and expanded conflict resolution skills. The Workbook teaches four personal self-management skills, and also includes numerous exercises for employees and managers. It is designed to be used with the New Ways for Work: Coaching Manual as a remedial method for workers who have the potential to improve workplace behavior, but are in need of improved conflict resolution skills.

High-conflict employees are increasing in the workplace. Bullying, harassment, incivility, and threats of violence are a danger to employees and an organization's reputation, productivity, and ability to avoid court. This manual is designed for use with New Ways for Work: Workbook, for coaching workers in need of remedial interpersonal skills because of job discipline. This New Ways for Work: Coaching Manual is a guide for Employee Assistance Professionals, therapists who provide workplace coaching, human resource professionals, and others who coach employees. It is designed to be used with the New Ways for Work: Workbook as a remedial method for workers who have the potential to improve workplace behavior through improved conflict resolution skills. It is also useful for those who want to advance in their careers with new and expanded conflict resolution skills. The New Ways for Work (TM) method is a simple approach to learning key interpersonal skills for the workplace. New "ways" simply mean new skills, which keeps the focus on the positive and learning skills for the future. The Coaching Manual provides sample answers; offers three self-contained coaching sessions, additional coaching sessions for more specific skills; and includes numerous exercises for employees and managers

The award-winning book that gives readers a method for handling the increasingly-outrageous behavior of narcissists and high-conflict people at work. Increasingly, high-conflict people--especially narcissists and bullies--are showing up in the workplace. It's All Your Fault at Work! addresses ways of managing the behavior of high-conflict people (HCP). Based on Bill Eddy's high-conflict personality theory, the book explains how to recognize predictable patterns of behavior and illustrates with over a dozen examples the simple four-step C. A. R. S. method to calm the HCP, analyze options, respond to hostility, and set limits on extreme behavior. "This book belongs in every leader's library. Although I believe there's a pearl of good in everyone, some people's pearl is hard to find. You may not be able to change a high conflict personality, but by using Bill Eddy's and Georgi DiStefano's techniques, you'll be able to keep the focus on solutions rather than arguments." --Ken Blanchard, coauthor of The One Minute Manager(R) and Leading at a Higher Level

Every day dozens, if not hundreds, of people confront us at work, at the store, in our communities and online. This helpful and inspiring book provides a technique for readers to peacefully communicate with the growing number of high-conflict people within society. Billy Eddy has successfully written 5 other books about communicating with high-conflict people, including: BIFF; It's All Your Fault! and High Conflict People in Legal Disputes. Billy Eddy co-authored SPLITTING with Randi Kreger, author of Stop Walking on Eggshells that has sold approximately 500,000 copies. Billy Eddy is an international expert on managing disputes among high-conflict personalities. He has trained management, small business and human resource professionals in 5 countries, including:Employee Assistance Professionals AssociationIntel Corporation Human Resource DepartmentInternational Ombudsman AssociationU. S. Ombudsman AssociationMt. Royal University Human Resource DepartmentInfluential Women Executives' Group, Orange County, CAAssociation for Conflict Resolution, Workplace Section TeleseminarsRailcorp National Railroad, Human Resource Professionals Training, Sydney, AustraliaFederal Executive Board, Los Angeles, CAWorker's Compensation Board, Alberta, CanadaUnited States Navy Medical Center San DiegoMesa Vista Psychiatric Hospital Kaiser Permanente Southern California Medical GroupAmerican Bar Association Health Law Section ConferenceMedical College of Wisconsin

We live in an age of rapid change and instant communication. We also live in a Culture of Blame and Disrespect, creating a need to manage our responses to high-conflict people. A BIFF Response can be applied in any communication anywhere -- online, social media, in a letter or even in person. It can be used at work, earning you respect and success. It can help you get along with difficult family members, friends, neighbors and others anywhere in your life. BIFF was designed to protect you and your reputation by responding quickly and civilly to people who treat you rudely, while being reasonable in return. BIFF stands for Brief, Informative, Friendly, and Firm. A BIFF response is easy to remember, but hard to do. It takes practice! This little book gives over 20 examples of BIFF responses for all areas of life--plus additional tips to help you deal with high-conflict people anywhere. This Second Edition includes a new chapter on Coaching for BIFF Responses. Anyone can use this method to help someone else with a BIFF response -- by asking 10 simple questions to make it even more effective. Another helpful tool to shift high-conflict people from blaming to problem-solving is So, What's Your Proposal: Shifting High-Conflict People from Blaming to Problem-Solving, also by Bill Eddy. Bill Eddy, LCSW, Esq., is a lawyer, therapist, mediator, author, and president of High Conflict Institute. He developed the "high conflict personality" theory and has become an international expert on managing disputes involving high-conflict personalities and personality disorders.

The Future of Family Court is designed for judicial officers with an emphasis on applying lessons learned from the field of mental health to the family court system, especially when working with parents with personality disorders or traits. Written from Bill Eddy's perspective as a family lawyer and mental health professional, and as a trainer of judges in managing high-conflict people in court, he provides tips on what individual judges can do, rather than recommending sweeping changes in the court system or creating new players in the decision-making process. The court is in a good position to prevent child stress from the start or to reduce it by mandating efforts for positive change by their parents - from ordering parenting programs and classes, to setting limits on emotional attacks during the hearing process. Judges who apply the principles described in this book should feel a much better sense of control over their courtrooms and less stress, as the families are doing more of the work, practicing conflict resolution skills that will help them raise their children out of court, or showing each other's patterns of behavior to more accurately see what needs attention and protective orders.

Something nasty is happening in American politics. You'd have to be in hibernation to be unaware of the bullying, incivility, and disrespect going on. Splitting America is a warning to voters and politicians that current poliarizations risks long-term harm to our nation. This book compares the same five traits of high-conflict divorces to today's politics. It generally includes: * Personal Attacks (calling the other person crazy, stupid, immoral or evil) * Crisis Emotions (which trigger fear and hatred of each other) * All-or-Nothing Solutions (which call for the elimination or exclusion of the "other") * Narcissistic Behavior (acting superior and not caring about anyone else) * Negative Advocates (constantly recruiting others to join in this hostility) We are well-acquainted with this pattern in high-conflict divorces, and it's not good. This behavior is called "high-conflict" because it increases the conflict, rather than reducing or resolving it. Worst of all, it's contagious--it spreads when people are exposed to it, like a virus. We are now concerned that this behavior is spreading into politics at all levels. Political leaders appear to be adopting and escalating high-conflict behavior, and perhaps, even leading it. Millionaires and billionaires are funding expensive ads as key elements in high-conflict election campaigns. And, the news promotes high-conflict behavior in every broadcast -- to children as well as to adults -- by relentlessly showing, and thereby teaching, the most dramatic bad behavior of the day. Even worse, politicians, donors to Super PACs and the news media don't seem to realize how destructive and self-destructive this escalation of high-conflict behavior can be. Splitting America warns them and the rest of the nation about the dead-end nature of this unrestrained behavior that knows no limits. We have seen splitting destroy too many families, and we don't want to see it destroy the American family. We want to avoid a high-conflict political divorce. In approaching these problems, it's not about pointing fingers and deciding who is more at fault. It's about everyone taking responsibility for his or her own behavior, and managing collaborative relationships, even when we disagree. Analyze your favorite leaders before you vote with the High-Conflict Politician Score Card included in the book and decide for yourself if they would be a good leader or not.

It's All Your Fault! explains, in easy-to-understand terminology, behaviors of people who have personality disorders, particularly blaming, irrational, and impulsive behaviors. This is a growing problem--possibly effecting over 25 percent of the US population--and a predictable one that can be managed and keep everyday problems from becoming high conflict disputes.

For divorcing parents who have been court-ordered or have decided to use New Ways for Families in the divorce process. This is a structured parenting skills method to reduce the impact of conflict on children in potentially high-conflict divorce cases. Research shows it helps decrease conflict, stress and abuse while improving outcomes for children, leading to safer, healthier families.

For divorcing parents who have decided to use New Ways for Families in the Collaborative Divorce process. This is a structured parenting skills method to reduce the impact of conflict on children in potentially high-conflict divorce cases. Research shows it helps decrease conflict, stress and abuse while improving outcomes for children, leading to safer, healthier families.

This booklet is specifically written for judges who handle family court cases. After hearing from judges that they need quick-reference books that don't take long to read, author Bill Eddy extracted the most relevant information from his popular book, "High Conflict People in Legal Disputes" and compiled it in this book, "Managing High Conflict People in Court." Bill Eddy is an author and international speaker to judges, lawyers, mediators, therapists and others on subjects relating to managing high-conflict people. As an Attorney, Mediator and Therapist for over 20 years, Bill continues to get this message out: that blaming others is increasing in societies around the globe; and that there's a pattern in this blaming behavior, driven by people with certain personalities - perhaps 15% of our society. Bill also believes that managing high conflict people can be achieved with more understanding, and and doing the opposite of what you feel like doing. This book specifically deals with how high conflict people appear in our court systems, and how these people can be managed successfully. While this book is designed to address family court cases, it is applicable to any type of legal case.