Caryn Cridland is the Founder of Mindful Mediation, a specialist workplace mediation and leadership development consultancy dedicated to resolving complex conflicts involving leaders and teams, as well as developing high performance teams and leaders. Caryn’s passion is turning leadership conflict into an opportunity for the growth and development of exceptional leaders through increased self-awareness and enhanced interpersonal skills. Caryn has been training in mediation since 2002. She has over 16 years experience resolving workplace conflict, including team and multi-party mediations, facilitations, and team building.
Caryn is a Registered Psychologist (specialising in Organisational Psychology), admitted as a Solicitor, a Nationally Accredited Mediator, Leadership Consultant, Professional Speaker, Qualified Yoga and Qi Gong Teacher, and was Part-time Lecturer (University of Technology, Sydney) in Dispute Resolution for 12 years. She also has 15 years experience in leadership development (including facilitating group training sessions and one-on-one coaching on topics such as leadership style, emotional intelligence, conflict resolution, communication, and personality). She has guest lectured for Sydney University, and Bond University, as well as provided mediation coaching for Bond University.
Mindful Mediation also trains mediators, professionals, and managers in workplace mediation, conflict resolution, leadership development, and communication skills – including mediation accreditation, basic, and advanced level training.
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The 5 Benefits of Executive Conflict For Your Business
Executive conflict provides an opportunity for leaders to pause, reflect, and grow exponentially.
How to Encourage Perspective-Taking
When people get angry or upset, they have the tendency to forget to look at other possible circumstances or view points of the situation. They look at just the behaviour and not the possible intentions or causes of the behaviour. It is the mediator’s role to help the parties to see other view points. The article explores examples of situations where perspective-taking can be beneficial. It also explores strategies that encourage perspective-taking. These include telling stories where the participants have been pushed to a point, examining their own behaviour and looking at common values or goals.
The Mediator, The Artist
Mediators can be compared to artists - they begin with a blank canvas with parties too angry to see the possibilities. They help people in conflict see the bigger picture. With each step of the process, a new view or perspective, a new colour, a new brush stroke or insight appears. At first it is only the mediator who can see the newly-formed, unique picture that has appeared through these new insights until through using their skills, those involved in the conflict begin to see the full picture too and move towards resolution.
Perspective-Taking Leads to Enlightenment
Perspective-taking can be summarized by a philosophy drawn from an indigenous culture called Ya-idt-midtung. The Ya-idt-midtung people are from the snowy mountains of Victoria, Australia. According to Ya-idt-midtung Philosophy, expanding our perspective eventually leads to enlightenment through a series of stages. In looking at others' perspective, including those one could be in conflict with, this helps one along the path of enlightenment.
Attribution Biases – How Do You See The World?
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.
Why Perspective Take - Part 1
Perspective-taking can be defined as viewing the world from outside ourselves. With this definition, perspective-taking can be used not only to resolve conflicts with others, but also in decision-making and problem solving. Unfortunately, while we all have the capacity for perspective-taking, some people choose to utilize uni-directional thinking.
Hope is the Best Medicine
Organisations and individuals often feel like giving up trying to resolve workplace issues after several attempts have been made for a resolution. This loss of hope can lead to a self-fulfilling prophesy of failure, depression, and even suicidal ideation. The mediator’s first task in these situations is to help recreate hope. Hope that a resolution is possible provides the motivation and impetus for re-opening dialogue, sharing views and seeking solutions to the issues. This article discusses the application of Snyder’s Hope Theory in mediation. It also explores the dangers of experts’ pronouncements against exploring mediation, which can significantly influence the level of hope experienced by participants.