Alan Gross, Ph. D. has mediated, arbitrated, facilitated, and trained for over 20 years at many venues in the Northeast US where he served as Senior Director, and 9/11 Family Mediation Coordinator for the Safe Horizon Mediation Program in New York City. That work with 9/11 victims was recognized with a US Department of Justice Volunteer for Victims Award. He has also been appointed as ombudsman for the American Psychological Association, as arbitrator for AAA, FINRA, and as mediator for the US Postal Service and the US Army.
Gross holds MBA and Ph.D. degrees from Stanford University and was formerly Psychology Department Chair at the University of Maryland. He is a Fellow of the Association for Psychological Science, and the author of a textbook and more than 50 chapters and papers related to conflict resolution and social psychology. He is the recipient of the 2011 ADR Achievement Award from the Association for Conflict Resolution, Greater NYC Chapter, and currently teaches graduate courses in mediation skills at the NYU Center For Global Studies. As a Founding Member of Mediators Beyond Borders, he has trained Liberian refugees, Ghanaian attorneys, UN staff in Sierra Leone and Peace Network in Iraq.
Contact Alan E. Gross
Expanding Mediation’s Future: Integrating Party Self-Determination with other Mediation Principles that can Aid Party Understanding and Truly Informed Decision Making
Bush and Folger recently contributed an article to this “Mediation Futures Project” series that advocates strongly for “Refocusing on Party Self-Determination” but also suggests that mediators should conform to orthodox Transformative Mediation practices. This partial rejoinder, while acknowledging the important contribution of the TM focus on self-determination to mediation practice, also recognizes the value of other mediation practices.
From Alan Gross
Well-deserved congratulations on your 500th edition! Mediate.com is simply THE most important on-line resource that supports our profession. I have benefitted personally via lurking , absorbing new ideas, and being reminded of old good ones. As a writer, reader responses from Mediate.com are gratifying and exceed feedback from standard print journals . As a professor, Mediate.com is one of my first recommendations to grad students entering our field. As a trainer, Mediate.com is high on my list of suggested entry points for networking and learning. Congratulations to Jim, John, John, Clare, Keith and all of the inspiring writers who have contributed to this marvelous enterprise!
Is Agreement the Gold Standard for Mediation Success?
Agreements, particularly written ones, have long served as
the most popular measure of mediation success and mediator
competence. Therefore, in those instances when participants
have fully understood each other but did not reach an accord,
advocates of the agreement criterion sometimes code their session as
a failure. On the contrary, I argue here that a lack of agreement
can often in fact be viewed as a successful and useful outcome,
especially when the alternatives are to make an untenable deal,
or to continue to tolerate a difficult conflict.
From Alan Gross
Mediate.com is simply THE most important on-line resource that supports our growing profession. As one who only occasionally posts or responds, I have benefitted greatly via lurking , absorbing new ideas, and being reminded of old good ones. As a professor, mediate.com is one of my first recommendations to grad students entering our field. As a trainer, mediate.com is high on my list of suggested entry points for networking and learning. Congratulations to Jim, John, John, Keith and all of the inspiring writers who have contributed to this marvelous enterprise!
Transparent Mediation: Giving Away Our Strategies
Mediators often offer classes that introduce and practice skills designed to convert disputes into opportunities for understanding and change. However, during meetings convened to address specific disputes, these same mediators rarely share or explain the strategies that they advocate in trainings. Failure to include training elements may miss an opportunity to benefit the parties and to facilitate acquisition of effective skills.