Follow, if you will, the mediation of a sexual harassment claim to learn the basic principles of mediation.
Attending a mediation requires making difficult decisions.
I write this just days after the death of the infamous Queen of Soul, Aretha Franklin.
One of the tools I use frequently with conflict coaching clients, as well as for myself, is affirmations.
This historic Chinese summit discussed discussed implications of the Belt/Road Initiative, announced five years ago.
Do you know people who get upset and insulted easily?
Most people don’t want to be wrangled into doing something you want but they don’t. Here are three ways to turn them into your problem-solving partners and dissolve resistance.
When I ask clients why they let a problem go on for so long before addressing it, a common reply is, “I was afraid I’d create more conflict by raising it.”
No doubt, at some point in your life, you have wanted to take revenge against someone who “did you wrong”.
In training with the Thomas Kilmann or my Style Matters conflict style inventories, you have an option to use either a paper or online version. I used to be ambivalent about this choice, but no more.
It is common to attribute the term ‘values conflict’ as the reason for dissension between us and another person and we may say such conflicts are not resolvable.
Everyone’s talking polarization these days.
Everywhere I’ve lived and worked, I’ve met people who feel a deep inner echo to the idea of making peace.
This article discusses 12 tips for hiring the right mediator for the right situation.
When a difficult conversation rattles you, using a centering question can help you get your balance back.
Ok, we’ve got a problem: Britain has announced a new Minister of Loneliness.
Someone once said to me that while to a butcher a pair of lamb chops is just another set of lamb chops, to a person who has not eaten in a long while, it will be the best meal ever. In sum, it is all a matter of perspective.
The values we share matter more than our differences.
I write this in the aftermath of the really uplifting and wonderfully diverse conference which I had the privilege to host and chair recently in my home city, under the auspices of the International Academy of Mediators.
There was a time, not long ago, when those who found themselves in a dispute had two basic choices: They could either file a lawsuit/initiate some formal complaint process or they could just walk away from the conflict and try to move on.
In many job descriptions posted in March and April this year on Indeed, the job announcements include conflict resolution or conflict management as required or desirable skills.
A great move for improving your effectiveness in conflict is mastering the two-step discussion process.
We like to think of ourselves as rational beings, and yet we act irrationally in all sorts of ways.
A client of mine had a resentment relapse recently.
By paying attention to the early signs of conflict, you become more aware of a potentially slow-growing storm.