How can you help clients when the other party disappears?
This month, Resource Center Director Nicole Wilmet spoke with Robyn Weinstein, ADR Administrator at the United States District Court for the Eastern District of New York, to learn about her favorite resource.
When you have a complex, multi-disciplinary problem, should you hire one expert in one aspect of the problem and then hope that that person can manage all the other aspects?
This article is designed to shift how we manage people in emotionally intense situations.
The APFM, NAFCM, MBB & ACR have joined Mediate.com's groundbreaking efforts to set America on a better path by sponsoring the "National Mediation Policy Act" (NMPA). The Act declares a national policy favoring voluntary mediation over disputes being litigated, remaining unresolved or resulting in violence.
Imagine this: As you are conducting an internal investigation of an employee complaint, you get the distinct impression that your conversation with the employee is not going well.
While mediation is well-known as a successful and affordable method for couples to negotiate and settle a divorce or separation, mediation can also be an effective process for helping a couple make the decision to divorce.
The outset of a difficult conversation often feels like a back-and-forth trading of position and perspective with little common ground. Here’s how to use the psychology of agreement to begin shifting that kind of positional debate to collaborative problem solving.
Conflict in businesses and organizations can show up in at least three different ways.
Divorce taints the line of communication between couples, as the multitude of emotions circulating between them makes it toughto remain civil.
Divorce and custody mediation creates a safe, cooperative setting for participants to discuss emotional and substantive issues and engage in collaborative problem-solving. Participants open lines of communication, gain clarity and a better understanding of their own and each other's interests.
With the increasing popularity of Pinterest, the concept of “do-it-yourself” or “DIY” projects have become enticing for many.
A change manager candidly discusses her experience in a company.
This is a book review of "The Guide to Reflective Practice in Conflict Resolution" by Michael Lang. By exposing the reader to various models, methods, examples, and by exploring the enriching benefits of reflective practice, Lang’s guide will help any practitioner further their development and effectiveness.
This article advocates the establishment of organizational ombuds by the Education and Development Bureau in Hong Kong to complement its current system to resolve workplace conflicts at public schools.
This is an interview with John Lande, a leading academic in the fields of law and mediation, by Robert Benjamin as part of Mediate's "The Future of Mediation and Negotiation in Our Culture, Politics and Society" video series.
This is an interview by Dr. Clare Fowler, current Mediate.com Managing Editor, with John Ford, the first Mediate.com Managing Editor and a well-known HR and workplace mediation specialist.
One of the many attitudes to conflict that derails interpersonal conflicts (and most conflicts, really) is a need to be right
Conflict debts at work are hard to pay down.
You’re 45, and finally on the other side of your divorce.
Some conflictual interactions bring out parts of us we don’t really like or, even recognize at times!
It feels productive to toss out ideas for a solution and demonstrate how much we want to help. But it’s usually unproductive if we haven’t done something essential first: Make sure we understand the problem from their frame of reference.
Mediation should become more prominent than arbitration in the approach to investor-State disputes.
Financial matters are a primary topic of discussion in divorce mediation.
Dispute resolution across Europe is going through a period of significant turmoil.
Mediation is now the toast of the day in America, Canada, Australia, the UK and many parts of the European Union.
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Disagreements often start when someone doesn’t want to discuss something or take a necessary action, and someone else accuses that person of avoiding.