Conflict coaching is one model of coaching mentioned in the article Conflict Coaching for Leaders. The author brings out how conflict can be costly to companies and should be avoided. The goal of this type of coaching is to take out toxic effects to give both parties the chance to resolve the problem and to create a better relationship for the future (Noble, p.2). Key parts to this style are: (1) identifying goals to reduce conflict. (2) analyzing what actions can meet these goals. (3) finding ways to alter behavior that could provoke conflict. (4) changing any non useful responses to productive responses. (5) improving overall communication ability in order to minimize conflicts. and (6) minimizing the harmful effects of conflict to all parties (Noble, p.3). The author mentions that this type of coaching can either be tailored to individuals who often find themselves in unwanted conflicts or can be specific to certain types of situations (p.3). Executive coaching is a second model that focuses on an executive who is mentored by a more seasoned executive (Thach, p. 205). In this type of coaching, both individuals lay out goals to increase the manager’s performance at the work level and the organizational level (p. 205). Executive coaching involves (1) contracting. (2) data collection. and (3) coaching. The contracting step is a plan that is drawn up which includes goals, resources, and initial planning. The data collection step may involve skill assessment, interviews, and other collection of data.