The metaphor of an iceberg has commonly been used as a metaphor about conflict.
Conflict is a big deal because it affects our two most basic values – strength of self and care of other.
The handbook doesn’t reflect a Western Perspective, rather it reflects a global perspective of mediation and that is the only way we can have a holistic view of mediation.
Understanding BATNAs is especially important in mediation because they provide disputing parties with power.
Interpersonal conflict is often deflating. Our egos, self-esteem, confidence, mood and other parts of us can all be negatively influenced when we are in dispute.
While some conversations result in “getting to yes”, others lead to clarity that no agreement is possible at that time.
The idea of civility must be built upon standards of conduct towards others and a willingness to accept the consequences for your words.
If we are able to consider that there is something good to see when a dispute causes us to feel dark and dim, we may be able to have a different and better relationship with conflict and ourselves within it.
Although our digital devices have certainly made life more convenient, they’ve also made it more fast-paced.
ODR can help address a problem often referred to as “access to justice” (A2J).
Several times in the past, I have discussed the need for each party to prepare for mediation for it to be successful.
Much has been written about the breakdown in public discourse and civil debate in the country.
While most of us forge friendships with like-minded people who affirm our strongly held beliefs, we don’t choose our colleagues.
Empathy, clearly an important part of crisis negotiation and intervention begins with understanding a person's perspective.
Coming into a role where you are expected to get others to work together efficiently and effectively to create the best possible product or service isn’t an easy task.
While typically we discuss the over confidence bias in the context of negotiations, trials and other non-life-threatening events, this bias applies to all situations.
Those of us who teach negotiation often focus on building rapport and being attentive to relational dynamics.
Team or organizational commitment: Which leads to better inter-team conflict management?
In a wide range of disputes, counsel and their clients have increasingly turned to neutral analysis and evaluation.
Much has been said and written about the demise of the joint meeting in mediation. In my experience, such a view is premature and, I fear, is potentially wasteful of the power that mediation brings for creative problem-solving.
It is referred to as the Dead Zone, the Green Line or No-Man’s Land.
Here are typical questions mediators have at mediation trainings.
A powerful tool for healing and transforming conflict at work is affirming and envisioning harmony.
So… is the attorney in the Daniels/Trump case in a no-win situation here?