Should HR professionals mediate internal workplace disputes?
How many of us share the experience I have had – sitting on the last train home, late at night, with a day’s mediating behind me and no settlement?
This article defines conflict coaching, describes areas in which conflict coaching can be used, and illustrates an example of how a conflict coaching process might proceed.
This year, I think I have seen more articles on why and how NOT to make New Year’s Resolutions than making them.
This article considers issues of safety in mediation, with practical advice for all mediators to consider before, during, and after a mediation session to ensure participant and mediator safety.
Uncovering a client’s deeper needs and interests is the secret sauce of mediation. As it turns out, it’s also the heart of good coaching and communication.
In order to be effective, trainee mediators need to unlearn much of what they think they already know.
This article teaches us how we as mediators should respond to workplace conflict, by understanding the interplay between the company, its employees, and the neutral.
This article discusses the Hague Convention on child abductions. It gives an update on dealing with children in international custody negotiations.
I have shaken my magic 8 ball and it landed on Conflict Coaching. Some of you may say nothing “futuristic” about that I've been doing that for years. I believe it may be used in private practice, but not in community centers.
We were all trained to be aware of “what's in our bags” or to phrase it differently, what each person brings to the table. Then we’re told you must not bring anything to the table but the ability to listen and ask open-ended questions.
You may have heard the phrase hair trigger temper referring to someone who reacts strongly when angry. As an adjective hair trigger has been described to mean “easily activated or set off; reacting immediately to the slightest provocation or cause”.
Over the years, I have learned that people reading this blog come from a wide range of belief systems, including atheist, agnostic, and those involved to large or small degree in various spiritual and religious practices. Although this blog post to which I am linking today is written by a Christian and part of the post is from a Christian perspective, I think anyone can learn from this article.
From 9/11/2001 to 9/11/2013, approximately the same amount of Americans died in the workplace due to violence as did American soldiers overseas fighting terrorists. Bullying, stress, domestic disputes, and other considerations account for this. Some researchers have suggested a new mental condition, similar to PSTD, called PTED which workers may exhibit. Out of control catabolic (harmful) conflict poses a serious problem for both businesses and workers. This two-part series looks into this issue and suggests how ADR practitioners can work with other various professionals to better help businesses make the workplace safer and more productive.
For mediators, disaster aftermath mediation is an interesting and very rewarding kind of conflict resolution. Not your bread and butter or law school style mediation, but one with the potential to help.
For a variety of reasons, mediators-in-training are finding it is helpful to supplement their existing training with online role-plays. Online Mediation Training participants, or those transitioning to mediation while working or studying full-time, will appreciate the ease and convenience of conducting their mediation role-plays, debriefs, and feedback online.
If you are contemplating a divorce or having trouble settling divorce issues with your spouse, mediation might be the best choice. Mediation is a great setting for you and your spouse to settle your divorce issues in a more amicable fashion with less stress on you and other family members, including your children. Being able to settle issues quickly helps children and other family members adjust to the situation as well.
Often it is the little things that annoy people. People can jump to conclusions and attribute them to either a person or other circumstances. People have attribution biases, or their own way of seeing the world and this article helps readers understand what the common attributions are and how they can overcome them. These tips can help improve relationships in the workplace, in the community and family.
I am pleased to be part of the five year Sustainable Cities Partnership that MIT just initiated with the Universiti of Teknologi Malaysia (UTM), Malaysia' #1 Engineering and Science School. More about the Partnership below.
This interview of Pattie Porter by Dave Hilton of the Conflict Specialists Show addresses such issues as conflict coaching; CINERGY conflict coach training; workplace conflict; the value of joining professional coaching and dispute resolution organizations; branding and networking when you have a coaching business; and more.
The recent death of US negotiation guru Roger Fisher reminds Tony Dempsey of old confrontations and lessons learned in how to achieve creative outcomes. As he learned from Roger Fisher, “parties should focus on their own interests and developing creative options that meet those interests."
A workplace dispute between two colleagues has created an issue which is affecting their colleagues and the business. This video shows a real example interviewing the owner, both employees, and their mediator. They reflect on the process and how mediating has changed their business.
The grievance process should be confidential and no-one outside the parties and those managing the issue should be aware of it; but these things can be subject of office gossip and, if so, then it is likely the fact that it has not been upheld will also go round the gossip circle!
In-house mediation services are growing in number and the successful ones build on firm foundations. CMP Resolutions has developed a comprehensive Guide (Linked at the bottom of the page) to help you think through the essential questions to ensure your mediation service is set up for success. We know that Organisations that have addressed these questions in advance become those where mediation is widely used, has the highest agreement rate and a continuing impact on employee engagement and fewer grievances and discipliniaries.
The ease and flexibility of the mediation process, the unique qualities of trained mediators and the high success rate of mediation in the past proves that mediation is the perfect answer for resolving various disputes in sports.