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Mediation Training Articles
August 2005
Listening (5/13/08)
Alan Sharland The purpose of listening in conflict resolution is not for the listener to get ‘the facts’ but to support the speaker in understanding their own thoughts and feelings about the destructive conflict they are involved in.
(12/11/07)
Diane J. Levin  As a trainer of negotiation and conflict resolution skills, I love using optical illusions to demonstrate the fallibility of our perception. They alert us that our senses can be unreliable and susceptible to influence. And they remind us that it is always possible to see things differently. The ability to be alert to errors in thinking and judgment that any of us are prone to is of course essential to anyone who is negotiating or resolving a dispute. Here are two optical illusions I was recently introduced to that I've incorporated into my training. Both of us these can be found at Michael Bach's web site, 75 Optical Illusions & Visual Phenomena. The first is Shepard's "Terror Subterra", a cool interactive illusion that demonstrates how perspective can bias us. The second is Shepard's "Turning the Tables", an interactive illusion with tables that appear to be of different dimensions but are in fact identical, with the ability to test the visual effect for yourself. It's extraordinary how knowing the truth doesn't necessarily prevent us from making mistakes in our thinking.
Mediation and National Security Personnel System (NSPS) Pay for Performance: Can The Pitfalls Be Avoided? (12/10/07)
Rick Voyles, Carol Rice The implementation of Paybanding – “Pay for Performance” is happening now. Congress has enacted the National Security Personnel System (NSPS) into law with total implementation by all government agencies and military components 2009. Based on the guidelines and expectations set out by the National Security Personnel System, managers and employees now have greater demands for accountability placed on them than at any other time in history. Will mediators be ready for the sharp increase in complaint cases that will be referred to them?
(10/01/07)
John Windmueller At a recent symposium I presented on the topic of defining, teaching, and assessing conflict resolution competencies. The symposium’s organizers videotaped the panel, and I’ll post the footage when it becomes available, but in the meantime, here’s the bibliography handout I compiled for the talk:
CR Competency, Learning Assessment, & Pedagogy Cites
Anderson, L., & Krathwohl, D. (Eds.). (2001). A taxonomy for learning, teaching, and assessing: A revision of Bloom’s taxonomy of educational objectives. New York: Longman.
Association for Conflict Resolution and the Dispute Resolution Section of the American Bar Association. (2005). Mediation certification feasibility study.
Bain, K. (2004). What the best college teachers do. Boston, MA: Harvard University Press.
Bloom, B. (Ed.). (1956). Taxonomy of educational objectives: The classification of educational goals. New York: McKay.
Bordone, R., Moffitt, M., & Sander, F. (2005). The next thirty years: Directions and challenges in dispute resolution. In M. Moffitt & R. Bordone (Eds.), The handbook of dispute resolution (pp. 507-519). San Francisco: Jossey-Bass.
Botes, J. (2004). Graduate peace and conflict studies: Reconsidering their problems and prospects. Conflict Management in Higher Education, 5(1), 10.
Donald, J. (1997). Improving the environment for learning. San Francisco: Jossey-Bass.
Fitzduff, M. (2006). Core competencies for graduate programs in coexistence and conflict work: Can we Agree? In Leadership Notes. Washington, DC: Woodrow Wilson Center.
Fuller, R. (1998). Building a mediation and conflict resolution studies curriculum based on competency. Paper presented at the Annual Meeting of the National Communication Association.
Goodhart, F., Verdi, P., & Kennedy, S. (1991). Assuring quality in health education. Paper presented at the Mid-Atlantic College Health Association.
Honeyman, C. Mediator certification, credentialing, and rosters. Retrieved September 2, 2007, from http://v4.crinfo.org/CK_Essays/ck_mediator_certification.jsp
Honeyman, C. (1988). Five elements of mediation. Negotiation Journal, 4(2l), 149-160.
Honeyman, C. (1990). On evaluating mediators. Negotiation Journal, 6(1), 23-36.
Nadler, J., Thompson, L., & Van Boven, L. (2003). Learning negotiation skills: Four models of knowledge creation and transfer. Management Science, 49, 529-540.
Schön, D. A. (1983). From technical rationality to reflection-in-action. In D. A. Schön (Ed.), The reflective practitioner: How professionals think in action (pp. 21-69). New York: Basic Books.
Suskie, L. (2004). Assessing student learning: A common sense guide. Bolton, MA: Anker Publishing Company.
Walvoord, B., & Anderson, V. J. (1998). Effective grading: A tool for learning and assessment. San Francisco: Jossey-Bass.
Warters, W. (1999). Graduate studies in dispute resolution: A Delphi study of the field’s present and future. Online Journal of Peace and Conflict Resolution, 2(2).
Wehr, P. (1986). Conflict resolution studies: What do we know? Paper presented at the NIDR Dispute Resolution Forum.
Zelizer, C., & Johnston, L. (2005). Skills, networks, and knowledge: Developing a career in international peace and conflict resolution. Arlington, VA.
(9/23/07)
Geoff Sharp  So this looks cool...
Skill-Pill is a short burst of bite sized skills delivered by video to your cell phone, blackberry, video iPod or smart phone just before the big event to get you in the zone.
Going into a big negotiation or mediation? Take a 2 minute skill-pill in the taxi on the way.
Demo here
Mediation and its Role in Adult Education (11/06/06)
David Silvera This article explores mediation as a tool, which can help any individual in his relationships with his fellow men, and also a philosophy of life, which can become a relevant and significant subject within Adult Education programs, and widen the horizons of those who participate in the life long process of learning.
The Experience of Training in Macau (China) (11/28/05)
Kin I (Deanne) Lam Recently I delivered several training courses to an adult training center in Macau S.A.R., China. The program was designed to explore the connectivity of the gaming industry and the society of Macau by understanding the theory and practice of conflict management: recognizing how conflicts originate and evolve in the working environment, and learning skills to resolve interpersonal conflicts creatively.
What To Look For In A Basic Mediation Training (3/07/05)
Diane J. Levin My purpose in writing this article is to raise public awareness of the importance of doing your homework when it comes to making decisions regarding choosing a mediation training. Taking a mediation training constitutes an investment in your professional development, representing an important commitment of both time and money. The last thing you want is to waste either one of those precious commodities.
The Kid’s Guide To Working Out Conflicts (Book Review) (1/10/05)
Jon Linden In Naomi Drew’s newest book she presents one of the very best exhortations and explanations ever written on Peer Mediation. Peer Mediation usually refers to the process of mediation between and with Children/Adolescents in school situations. Most books on the subject try to help schools develop “in school” programs to support a Peer Mediation Implementation. It has been definitively shown, that such a program provides an outlet, a forum to discuss and resolve conflicts that arise and such a forum significantly reduces school violence. The forum allows the release of frustration and retaliation in violent manners, especially by the abused.
Who Needs A Mediator? With Training You Can Resolve A Conflict On Your Own (4/26/04)
Jack Hamilton & Elisabeth Seaman This article focuses on an individual who participated in our workshop in May 2003, and who applied the six-step process to a conflict between her and a person who was renting space at a barn the individual was managing. One of the skills the individual had acquired in our workshop was the ability to teach or coach another person with whom she might be in conflict to follow the six-step method in reality-checking each other’s assumptions.
Mentoring and Evaluating New Mediators (2/01/04)
Evan Ash In spite of our best intentions, we all have to start somewhere! For an experienced professional who would like to become a mediator, classroom training may seem like the only beginning needed to become effective. However, wiser more seasoned heads have prevailed in the dispute resolution field. It is widely recognized that some degree of supervised practical or clinical training is needed.
Conflict Management Training for Health Care Professionals (11/24/03)
Debra Gerardi Regardless of the role of the professional; physician, nurse, administrator, manager, social worker or technician, as a group, health care professionals face more conflict and greater complexity than any other profession. Despite the challenges of balancing competing interests, philosophies, training backgrounds, the endless quest for adequate resources, and the emotional quality of the work that they do, very few health care professionals have had the opportunity to learn the skills and processes necessary for negotiating their environments.
A Step-By-Step Approach To Designing An Online ADR Course (10/06/03)
Jacqueline Reese There are many valid reasons for applauding online programs, but one traditional element missing in online instruction is the face-to-face interactions with the instructor and other learners. This is a cause for concern for ADR educators since the field of conflict management and dispute resolution traditionally use simulations and group interactions as core elements for instructional critique and training.
Preparing for Peace (Book Review) (6/02/03)
Bonita Para John Paul Lederach’s Preparing for Peace, presents a case for considering how we approach conflict resolution training across cultures. His approach in this book is to draw the reader into considering the objectives and mechanics used to achieving the goals we set forth for training and to also to be open minded in our consideration of conflict; peoples’ cultural resources; and conflict transformation. This is not a “how-to” book on training, but one that encourages leaving the imagination open to endless methodologies of training approaches.
Mediation and the Art of Motorcycle Riding (11/12/02)
Evan Ash I recently completed a motorcycle rider course at a local community college. My experience gave me some added benefits. It allowed me to have a powerful opportunity to live what my mediation students encounter in their training. This article shares those lessons with other mediation coaches, mentors, teachers, and supervisors. My hope is that through this learning, we can "raise the bar" on the quality and proficiency of the members of our profession placed in our tutelage.
Conflict Management Systems: A Methodology for Addressing the Cost of Conflict in the Workplace (9/02/02)
Rian Thomas It is evident that there are tremendous advantages to preemptively dealing with conflict in the workplace before it escalates to unknown proportions. A well-designed Conflict Management System can make a tremendous positive difference to the bottom-line. Perhaps the most importantly, an effective CMS can meaningfully impact the lives of those in your organization. After all, as the adage goes: "Happier employees are more productive employees."
Ten Challenges Facing College Mediation Programs (10/29/01)
Nathan Makdad College Mediation programs face a variety of difficulties in delivering their services to students. Interviews with college programs focused on the areas of intakes going to mediation, training, publicity, and referral sources. Ten major challenges were identified and are discussed.
Conflict Management Through Coaching (10/17/01)
Cinnie Noble Conflict management coaching combines ADR and the burgeoning field of coaching. This application of dispute resolution skills is aimed at helping individuals improve the way they deal with conflict in general. Conflict coaching may also be used to prepare a party for a specific negotiation or mediation. In all cases, conflict coaching requires practitioners to use many of the skills DR professionals apply as mediators, but in a different context and on a one-to-one basis.
The Training of Conflict Resolution Skills in the Workplace (8/01/01)
John Ford An ideal approach to conflict management in the workplace is an integrated one. Very few, if any, organizations can boast of this achievement. Rather, integration represents a vision for the future. That said, there are many options for organizations both small and large who are traveling in this direction.
Factors Predictive Of Divorce Mediator Style (7/16/01)
Sarah Childs Grebe, DSW The specific hypothesis tested in the study was: family mediator style is associated with and can be predicted by several factors: profession-of-origin; various aspects of interpersonal behavior, (interpersonal style, personal conflict style and leadership style); and socialization. By demonstrating the association between profession-of-origin and mediation style, the study has helped to clarify the theory base of family mediation, with implications for the training of mediators and for the delivery of mediation services.
Conflict Resolution and the Arts (7/02/01)
Marianne Klink & Donna Crawford The arts are a natural forum for teaching, modeling, and using conflict
resolution processes. CR skills can provide tools for creating more
peaceable environments within arts programs and within families, schools,
and communities.
Training Orientation and Conflict Theory: Transforming Our Understanding of Conflict (6/12/01)
Kristine Paranica, J.D., & Thomas Fuchs, M.Ed Based on “The Promise of Mediation” by Folger and Bush, and “Preparing For Peace” by Ledarach, this brief article will explore the symbiotic relationship between training and conflict management theory. In other words, the way you train can affect the learning outcomes of the participants. If training conflict theory requires adoption of a new set of beliefs and the giving up of current beliefs, is it realistic to believe that adult learners have the capacity or desire to do so? Training and education for adults should respect their need to make choices about the integration of new information with their own life experiences.
Graduate programs in dispute resolution keep growing (4/01/98)
Cassel Kroll A growing number of
schools now offer master's degrees or even
doctorates in dispute resolution - but jobs
are hard to land. What then is their appeal? Dispute resolution programs
clearly offer opportunities that many students
are seeking - to be a part of something new, to
gain theoretical knowledge and practical
experience, and to feel they are learning how to
make a difference in the world.
ADR 101: Finding a course that suits your needs (7/01/97)
Ole Amundsen A wide variety of training programs are available, which can accommodate a range of time constraints and cost concerns. Basic programs that introduce participants to various techniques in ADR are available through universities, private consultants, and state offices of dispute resolution.
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