tag:blogger.com,1999:blog-28731472894511311542024-02-06T20:44:55.242-08:00CoRe ClinicCoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.comBlogger20125tag:blogger.com,1999:blog-2873147289451131154.post-4256160460349913112012-03-11T13:20:00.000-07:002012-03-11T13:20:14.122-07:00Journey To Empathy: CoRe Speaker Series Event with Martin Golder<style>
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</style> <div class="MsoNormal">A good mediator must have empathy. When Martin Golder, M.A.I.B.C., first started mediating initially he felt that he didn’t truly have this. His journey to find empathy included a three-month hike in the Himalayas and multiple meditation intensives in Katmandu. On his journey, he learned the ancient practice of Metta Bhavana, the conscious projection of goodwill. When he returned, he was able to incorporate Metta Bhavana into his mediation strategy and that is what he shared with participants in the CoRe Speaker Series event on February 15. </div><div class="MsoNormal"><br />
</div><div class="MsoNormal">The attainment of Metta Bhavana begins with meditation, and the focusing of one’s energy. Martin Golder guided participants through a fifteen-minute meditation session to practice this careful focusing first on the breath on one’s top lip, and then through various points in the body. Once everyone was relaxed and focused, he guided participants through the five steps of Metta Bhavana: first, to think positive thoughts towards oneself, second, towards someone you know and like, thirdly, towards someone you feel neutral about, fourth, to someone you dislike or find bothersome, and finally, expanding the goodwill out towards all living, sentient beings. </div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Martin then showed participants how to apply this practice to a mediation. He explained that an energy field existed in any room and the mediator has the power to influence the nature of that field. As an example, he shared an experience of a time when he was interacting with a difficult, negative lawyer and he found that projecting his positive thoughts on her actually changed the energy of the room and she actually began to interact better with the others in the room. </div><div class="MsoNormal"><br />
</div><div class="MsoNormal">His overarching counsel was to listen, and say something kind. He encouraged participants to remove all process thinking and planning what to do or say when the other party stops talking, but rather to <i style="mso-bidi-font-style: normal;">truly</i> listen to what they are saying. Then saying something genuinely kind, which flows spontaneously from your positive energy, will quite often put people on the track of an exploring mechanism that ultimately will lead to problem-solving and constructive discussion. Kindness also creates a model of a respectful type of interaction that will help set the mood of the mediation. Empathy, attention, and respect to a bully, for example, often throws them off track momentarily, which creates a space to cast a new mood into the mediation.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Martin helped participants apply these ideas by leading a hypothetical situation. He had two volunteers role-play a conflict, and other participants were encouraged to project their goodwill towards them by truly listening to their arguments and spontaneously saying something kind when it came to them. The group discussion afterwards analyzing the kind statements made was very fruitful and engaging, and the session went overtime because participants were so eager to share their thoughts and ideas. </div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Martin Golder <span class="ecxtextexposedshow"><span style="color: #333333; font-family: georgia; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">is an architect in Victoria. In 1996 with the encouragement and mentoring of Patricia Lane he started a practice of conflict management. In addition to his private practice, Martin is a mediator and mentor in the Provincial Court Mediation Program.</span></span></div><div class="MsoNormal"><br />
</div><div class="MsoNoSpacing"><span style="font-size: 12.0pt;">The next CoRe Speaker Series event takes place on March 13<sup>th</sup>, 4:30-6:00 at KPMG, and is a discussion of mediation on television with Sharon Sutherland entitled “Does Justice Look Like This?” Free for members, $20 for others. RSVP to <a href="mailto:coreclinic1@gmail.com">coreclinic1@gmail.com</a>. </span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-49688884831471654512012-02-27T10:58:00.000-08:002012-02-27T10:58:41.082-08:00Mandatory Mediation: Making Court the Alternative<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--> <!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:TrackMoves/> <w:TrackFormatting/> <w:PunctuationKerning/> <w:ValidateAgainstSchemas/> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:DoNotPromoteQF/> <w:LidThemeOther>EN-US</w:LidThemeOther> <w:LidThemeAsian>JA</w:LidThemeAsian> <w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> <w:DontGrowAutofit/> <w:SplitPgBreakAndParaMark/> <w:EnableOpenTypeKerning/> <w:DontFlipMirrorIndents/> <w:OverrideTableStyleHps/> <w:UseFELayout/> </w:Compatibility> <m:mathPr> <m:mathFont m:val="Cambria Math"/> <m:brkBin m:val="before"/> <m:brkBinSub m:val="--"/> <m:smallFrac m:val="off"/> <m:dispDef/> <m:lMargin m:val="0"/> <m:rMargin m:val="0"/> <m:defJc m:val="centerGroup"/> <m:wrapIndent m:val="1440"/> <m:intLim m:val="subSup"/> <m:naryLim m:val="undOvr"/> </m:mathPr></w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
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<div class="MsoNormal"><span lang="EN-CA">A high likelihood of reaching an agreed settlement is inherent in most voluntary mediations. Parties that have agreed to mediate have taken the first step towards resolution by agreeing to discuss and to mutually work towards a settlement. One of the major challenges experienced by the CORE clinic is raising awareness of the services offered by our organization. Litigation remains the preferred dispute resolution mechanism, and parties often fail to voluntarily consider any alternative. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA">In an attempt to cut down on the congestion in the courts governments in Ontario, Alberta, and British-Columbia have implemented a mandatory mediation process in certain dispute areas, before matters can progress to trial. There has been much debate as to whether mandatory mediation actually contributes to expedient resolution of disputes, and if it in fact eases the overwhelming burdens placed upon our courts. Critics of mandatory mediation have labelled it as an unnecessary hurdle on matters destined for trial, claiming that most disputes settle themselves before trial. Others submit that mandatory mediation will be beneficial only in certain circumstances. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA">It is argued that only situations in which both parties agree to mediate can benefit from mandatory mediation, as both sides are forced to participate. As a result, neither party’s interests are weakened by having to introduce the option. A bias is introduced however, when one side is unwilling to undergo mediation. A mediator’s neutral position will be compromised from the outset because they will be an advocate of a process in which only one party believes. Additionally, in cases where neither party is willing to undergo mediation, it is less likely that participants will come to an agreement. They will instead work towards returning to litigation. Once the atmosphere of the mediation is perceived as negative, it is argued that the parties are irrevocably compromised, and any dialogue will be met with scepticism or distrust. An aggravating factor in this dilemma is that in most jurisdictions the only mandatory component of mediation is attendance. Parties are free to show up to mediation and engage in no serious dialogue. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA">The results of mandatory mediation programs however have been encouraging. Angela Mallard is the Court Mediation Program Manager of Mediate BC. She deals extensively with small claims mediation. Her statistics demonstrate a high degree of approval from parties that have been through mandatory mediation with an average satisfaction rating of 4.33 on a 5-point scale. Over 90% of participants indicated a willingness to use mediation again if they found themselves in another conflict. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA">Similar findings were published in an evaluation of Ontario’s Mandatory Mediation program. The findings in the report show significant reductions in the time taken to dispose of cases, decreased costs to litigants, and a higher proportion of cases being completely settled earlier in the litigation process. There is also a </span>growing body of evidence showing that mediation is less stressful for litigants, and 'process satisfaction' levels for parties in mediation tend to be very high. <o:p></o:p></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA">Voluntary settlement should always be the primary objective when dealing with disputes. It is the responsibility of lawyers, as well as their clients to exhaust all available options before burdening courts with their disputes. Mediation provides a more structure approach to reaching these settlements. Ms. Mallard believes that mandatory mediation can be a catalyst towards changing a culturally entrenched reliance on imposed remedies. Ms. Mallard is not the sole advocate for an increased emphasis on mediation. </span>I had the privilege of attending a lecture recently given by Supreme Court Justice Morris Fish at the University. He was asked how the overwhelming demands on Canadian courts could be alleviated. His response was a greater dedication and reliance on alternative forms of dispute resolution such as mediation. By providing a positive experience to parties who undergo mandatory mediation, it is hoped public consciousness of its advantages will grow and increase the willingness to mediate at a macro level. Forcing mediation brings it to the forefront of public consciousness and encourages a shift towards more collaborative resolution of civil disagreements. </div><!--EndFragment-->CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com1tag:blogger.com,1999:blog-2873147289451131154.post-89587076968777448562012-02-13T19:37:00.001-08:002012-02-24T10:51:35.351-08:00Ethics in Mediation<div class="MsoNoteLevel1CxSpFirst" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><span lang="EN-CA">It’s Law in Context Week for first year law students at the University of British-Columbia. The objective of this course is to provide an introduction to legal ethics and professionalism. Though many parallels exists between the ethical requirements of a lawyer and mediator, I wanted to explore the field of ethics specifically in the context of mediation. <o:p></o:p></span></div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><br />
</div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><span lang="EN-CA">Instances of clear cut ethical dilemmas tend to be scarce and even then, don’t require much thought or contemplation as to which path is right and which is obviously wrong. There are few lawyers that would not classify stealing from clients, or hiding evidence as unethical conduct. In mediation and other fields of law, issues are more intricate and subtle, making ethical decisions a tough choice between right or wrong that aren’t as clearly defined. Certain ethical concerns often arise in the course of mediation, for instance, at what point is the ability of an individual to mediate comprised by a conflicting interest, or what degree of consideration should be afforded a third party affected by the outcome of mediation.<o:p></o:p></span></div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><br />
</div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><span lang="EN-CA">Professor Ellen Waldman discusses the ethical obstacles facing mediators as they pursue successful mediation in her book,<i> Mediation Ethics: Cases and Commentary</i>. Professor Waldman submits that there are underlying principles likely to be in tension when mediators confront cases challenging their individual ethics. These principles include an attempt to ensure procedural fairness used to reach the result, the right of the disputant to make choices based on personal beliefs free of coercion or constraint, and the substantive fairness of the mediated outcome. <o:p></o:p></span></div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><br />
</div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><span lang="EN-CA">Mediation, unlike litigation assumes that parties should retain control over how their conflicts are presented, discussed, and resolved. Unfortunately, situations can arise where it is questionable whether one party can be said to actually be exercising their autonomy. Professor Waldman cites both internal threats, such as blinding rage that subvert the decision making ability of the individual and situational threats that can coerce behaviour. If one party due to their frailties is manipulated by the other side, can it be said that their behaviour is autonomous and at what point should a mediator be compelled to intervene? <o:p></o:p></span></div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><br />
</div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><span lang="EN-CA">Furthermore, at what point does the fairness of the result matter? Some practitioners and scholars submit that questions of fairness remain only a consideration in evaluating the procedural, rather the substantive result. Mediators tend to be uncomfortable with the role of justice arbiter, but what happens where a weaker party due to their frailty is willing to accept substantially less than what they could receive otherwise in court? Is there not a point at which the autonomy and procedural fairness underlying mediation gives rise to the substantial fairness of the parties?<o:p></o:p></span></div><div class="MsoNoteLevel1CxSpMiddle" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><br />
</div><div class="MsoNoteLevel1CxSpLast" style="margin-left: 0cm; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: 0cm;"><span lang="EN-CA">These are difficult questions that lack a definite and widely accepted answer. The context of each mediation is an inherently important factor to consider before arriving at a final decision. Reflective practitioners describe conflicts in ethical norms and propose solutions that are different in different contexts. For practitioners, it remains vitally important to take account of the context and engage in a thoughtful consideration of neutrality, impartiality, conflict of interest, as well as many other ethical concerns when conducting mediations. <o:p></o:p></span><br />
<span lang="EN-CA"><br />
</span><br />
<span lang="EN-CA"><span style="background-color: white; color: dimgrey; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px;"> </span><span style="font-family: inherit;"><span style="background-color: white; line-height: 20px;">As always if you feel that you have an issue that could benefit from mediation contact the CORE clinic at UBC either by email at </span><a href="mailto:coreclinic@hotmail.com" style="background-color: white; line-height: 20px; text-decoration: none;">coreclinic@hotmail.com</a><span style="background-color: white; line-height: 20px;"> or give us a call at 604-827-5024. Have a great week!</span></span></span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-71615569183152403592012-02-01T16:38:00.000-08:002012-02-01T16:38:18.036-08:00Making Mediation Work in Employment Law<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--> <!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:TrackMoves/> <w:TrackFormatting/> <w:PunctuationKerning/> <w:ValidateAgainstSchemas/> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:DoNotPromoteQF/> <w:LidThemeOther>EN-US</w:LidThemeOther> <w:LidThemeAsian>JA</w:LidThemeAsian> <w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> <w:DontGrowAutofit/> <w:SplitPgBreakAndParaMark/> <w:EnableOpenTypeKerning/> <w:DontFlipMirrorIndents/> <w:OverrideTableStyleHps/> <w:UseFELayout/> </w:Compatibility> <m:mathPr> <m:mathFont m:val="Cambria Math"/> <m:brkBin m:val="before"/> <m:brkBinSub m:val="--"/> <m:smallFrac m:val="off"/> <m:dispDef/> <m:lMargin m:val="0"/> <m:rMargin m:val="0"/> <m:defJc m:val="centerGroup"/> <m:wrapIndent m:val="1440"/> <m:intLim m:val="subSup"/> <m:naryLim m:val="undOvr"/> </m:mathPr></w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
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<div class="MsoNormal"><span lang="EN-CA"> Recently as a volunteer for the Law Students Legal Advice Program, I met with an individual who claimed he’d been wrongfully dismissed. In describing the facts of the case, I was struck by the nature of the remedy sought. This individual was not overtly interested in financial remuneration; instead they were primarily interested in an acknowledgement that the dismissal was unjustified, an opportunity to discuss the dismissal and strangely enough a letter of reference. The case eventually was resolved without the need for a legal intervention, something that is frequently recognized as the most efficient outcome for both parties. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA"> In conflicts between employees and employers the impacts of litigation can be readily apparent. We have repeatedly talked about the exorbitant costs of litigation and the time required to reach a resolution. The expense is even higher when considered in a commercial context, in light of the disruption of normal day-to-day activities and the time that must be devoted time to help prepare a case. </span><span style="font-size: 10pt;"><o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA"> In addition, litigation risks detrimental affecting the culture of an organization. Word of mouth is often cited as critical for successful employee recruitment. The stigma of a company’s involvement in protracted legal battles with an employee or employees, can cause irreparable damage to its reputation. A company embroiled in fierce legal battles will not be a choice destination for top talent. In addition to damaging the company’s image in the eyes of potential employees, a legal dispute with an employee leads to an adversarial atmosphere. A dispute can divide an organization into distinct camps siding either with management or the employee, which reduces morale among existing workers. It fosters more of a normative relationship between employees and their employer, rather than a more effective emotional attachment or identification with the organization. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA"> As a result more and more companies are instituting </span><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial initial; background-repeat: initial initial;">employment policies that include dispute resolution mechanisms, which may start with an internal complaint and investigation, peer review, non-binding mediation and then arbitration. Often</span><span lang="EN-CA"> the line between right and wrong is not clearly identifiable and resolving the issue combatively through litigation can lead to all or nothing solutions. </span><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial initial; background-repeat: initial initial;">When one side denies culpability, the other typically will respond with an unwillingness to enter into any type of settlement.</span><span lang="EN-CA"><o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA"> Mediating employment disputes offers several benefits, for instance mediation covers a broader range of issues. </span><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial initial; background-repeat: initial initial;">Existing dispute resolution mechanisms simply aren’t equipped to address the full range of issues and conflicts that arise. Employment disputes are fundamentally conflicts in a relationship. Mediation allows for the necessary expression of the emotional aspects of the conflict and provides a framework for creative problem solving. Mediation will often conclude without any lingering animosity, as both parties will have contributed to the outcome. The parties are encouraged to consider creative remedies such as training, job modification, letters of reference, letters of apology, or new open channels of communication in resolving these complaints, especially when they involve currently employed co-workers. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial initial; background-repeat: initial initial;"> As always if you feel that you have an issue that could benefit from mediation contact the CORE clinic at UBC either by email at <a href="mailto:coreclinic@hotmail.com">coreclinic@hotmail.com</a> or give us a call at 604-827-5024. Have a great week!</span><span style="font-size: 10pt;"><o:p></o:p></span></div><!--EndFragment-->CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com1tag:blogger.com,1999:blog-2873147289451131154.post-44947836072521547032012-01-23T12:01:00.000-08:002012-01-23T12:01:45.088-08:00CoRe Speaker Series – January 18, 2012: Conflict Resolution Within Faith Communities<div class="MsoNoSpacing">On Wednesday, January 18, CoRe members and others were treated to an interesting joint discussion by accomplished mediators Leanne Harder and Fazal Bhimji on conflict resolution within faith communities. <o:p></o:p></div><div class="MsoNoSpacing">Leanne was the first to speak, and her presentation was made from a perspective within the Christian tradition. The thrust of Leanne’s presentation was providing mediators with strategies when one or more of the parties in a dispute resolution identify as practicing Christian. She first provided participants with some touchstone values of Christianity that overlap with conflict resolution, such as forgiveness, loving your neighbor, and desiring to honour God with one’s actions. She drew our attention to some key passages in the Holy Bible that reflected these values. She then expanded on some strategies, which included asking the participants in a mediation exploratory questions regarding faith and values, asking whether they have a spiritual advisior, and possibly involving the spiritual advisor in the mediation process. She also provided participants with some faith-related questions that could be asked during a mediation, and explained each of them according to the level of risk they involved. Riskier questions included “What have you prayed for regarding this dispute?” and “What would forgiveness look like for you in this situation?” She concluded by providing us with some useful online links to Christian conflict resolution ministries: <a href="http://www.alban.org/">http://www.alban.org</a> <a href="http://www.hispeace.org/">http://www.hispeace.org</a>. <o:p></o:p></div><div class="MsoNoSpacing"><br />
</div><div class="MsoNoSpacing">Fazal then took the podium with a presentation on culture and faith based considerations in conflict resolution from the perspective of the Islam tradition. He first drew our attention to the difference between generalizing and stereotyping cultures – generalizing may be useful to predict future behavior and unlike stereotyping it is open to reformulation. Stereotyping can be rigid and unhelpful because each individual’s own understanding of their culture can be very unique. Fazal then drew in the Islamic tradition to the discussion by focusing on Islamic teachings and events that intersect with dispute resolution, and critically analyzed some key passages from the Holy Quran. Next he focused in on Ismailism, a branch of the Shia sect of Islam. Fazal explained the Ismaili national and international Conciliation and Arbitration Boards (CABs), a free service to the congregation consisting of volunteers whose primary function is to resolve disputes equitably, quickly, economically, constructively and with an eye to cultural sensitivity. The CABs operate subject to the modern legal system in each jurisdiction, but are rooted in Islamic tradition. Fazal’s presentation then moved to how mediators must face the constant challenges of cultural disconnects and he raised some key differences between eastern and western cultural traditions relating to dispute resolution and communication. He made some useful suggestions for overcoming these barriers, such as cultivating patience, avoiding quick judgments and stereotypes, and paying close attention to both verbal and non-verbal communication. <o:p></o:p></div><div class="MsoNoSpacing"><br />
</div><div class="MsoNoSpacing">Leanne Harder, BSW, RSW, M. Ad. Ed. (C), is the founder and chief consultant at Olive Branch Consulting. Leanne has worked extensively with children and families in both government and non-government agencies and her professional experience includes family mediation, employment issues, complaints management, community development, and child welfare. She identifies as a practicing Christian.<o:p></o:p></div><div class="MsoNoSpacing"><br />
</div><div class="MsoNoSpacing">Fazal Bhimji is a mediator and founder of MAIN Solution – Mediation Arbitration Investigation Negotiation, and is chair of the Delta Property Assessment Panel. He also coaches conflict resolution and negotiation courses and teaches management and leadership courses at the Justice Institute of British Columbia. His main area of focus is workplace and labour matters. <o:p></o:p></div><div class="MsoNoSpacing"><br />
</div><div class="MsoNoSpacing">The next CoRe Speaker Series event takes place on February 15<sup>th</sup>, 4:30-6:00 at KPMG, and is an exploration of the use of Metta Bhavana as a tool in mediation with Martin Golder. Free for members, $20 for others. RSVP to <a href="mailto:coreclinic1@gmail.com">coreclinic1@gmail.com</a>. <o:p></o:p></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-55774554686146008352012-01-16T11:40:00.000-08:002012-01-16T11:40:38.300-08:00Walking Along the Career Path<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--> <!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:TrackMoves/> <w:TrackFormatting/> <w:PunctuationKerning/> <w:ValidateAgainstSchemas/> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:DoNotPromoteQF/> <w:LidThemeOther>EN-US</w:LidThemeOther> <w:LidThemeAsian>JA</w:LidThemeAsian> <w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> <w:DontGrowAutofit/> <w:SplitPgBreakAndParaMark/> <w:EnableOpenTypeKerning/> <w:DontFlipMirrorIndents/> <w:OverrideTableStyleHps/> <w:UseFELayout/> </w:Compatibility> <m:mathPr> <m:mathFont m:val="Cambria Math"/> <m:brkBin m:val="before"/> <m:brkBinSub m:val="--"/> <m:smallFrac m:val="off"/> <m:dispDef/> <m:lMargin m:val="0"/> <m:rMargin m:val="0"/> <m:defJc m:val="centerGroup"/> <m:wrapIndent m:val="1440"/> <m:intLim m:val="subSup"/> <m:naryLim m:val="undOvr"/> </m:mathPr></w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
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<div class="MsoNormal"><span lang="EN-CA"> The December break has come and gone as another semester of UBC law is beginning to roll along. The holidays were a welcome break from the grind of law school and have hopefully proved rejuvenating for all. In this week’s blog posting, I’d like to discuss some advice I’ve received recently from a number of practitioners in the field of mediation. This post will briefly explore their advice and my reflection on how to turn it into an actionable plan.<o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA"> What area of law are you thinking of practicing? Throughout my experience in law school this question has been consistently asked by everyone; friends, family, classmates, legal professionals, professors and of course career counsellors. When addressing this question before I began law school, I would hesitantly reply that the field of mediation held a lot of interest. As my legal education continues to unfold I have become more and more convinced that this is the right field for me. <o:p></o:p></span></div><div class="MsoNormal" style="background: white;"><br />
</div><div class="MsoNormal" style="background: white;"><span lang="EN-CA"> Before beginning school, I’d done some research on my own but had very little practical exposure to the field. I decided to conduct some informational interviews with mediators on the front lines. Consistently, each person I spoke strongly highly of the experiential learning they acquired as they progressed in their legal careers. Many of the mediators that I spoke with stated that the most valuable experiences that contributed to building successful mediation practices, was their time spent litigating or practicing the law outside of mediation. The foundations of a successful mediation practice, according to these individuals, are built through an intimate knowledge of the law and its principles. <o:p></o:p></span></div><div class="MsoNormal" style="background: white;"><br />
</div><div class="MsoNormal" style="background: white;"><span lang="EN-CA"> In addition to enhancing their legal knowledge, their day-to-day activities included negotiating settlements and learning to read people’s emotion. Both have proved to be essential as they transitioned towards full-time mediation work. Therefore, it is important to realize that as a new graduate or student, it may be slightly unrealistic to expect to start out in mediation. <o:p></o:p></span></div><div class="MsoNormal" style="background: white;"><br />
</div><div class="MsoNormal" style="background: white;"><span lang="EN-CA"> There are however, a number of opportunities to gain exposure to mediation, while still simultaneously pursuing a legal education. UBC is offering a mediation clinic in which students are given an opportunity to co-mediate four disputes in small claims court. The clinic is spread out across two semesters, one of which provides the theoretical background for mediation and the other involves a practicum providing a more hands on experience. This fusion of the practical and theoretical provides exactly the kind of experience that practitioners were advocating for. <o:p></o:p></span></div><div class="MsoNormal" style="background: white;"><br />
</div><div class="MsoNormal" style="background: white;"><span lang="EN-CA"> Another common piece of advice that I received was that there are inherent traits that make a successful mediator. An ability to facilitate discussion, relate with people, and an ability to understand complex human emotion were all mentioned as valuable traits for any mediator. It is important for somebody contemplating mediation to undergo serious reflection and to decide whether your inherent qualities suit the profession. In drawing from my own personal experiences, even </span>as the youngest of four siblings I was often the one to resolve matters and to help restore harmony in my family. I acted as a bridge between some of the more polarized figures within the familial unit. In order to maintain credibility and to avoid a pummeling at the hands of my larger siblings, I tried to maintain an impression of impartiality. I would consistently try to frame issues and dilemmas in a different manner so as to bring about a sense of resolution to them. <span lang="EN-CA"><o:p></o:p></span></div><div class="MsoNormal"><br />
</div><h3 style="background: white; margin-bottom: .0001pt; margin: 0cm;"> <span style="font-family: Cambria; font-size: 12.0pt; font-weight: normal; mso-ascii-theme-font: minor-latin; mso-bidi-font-weight: bold; mso-hansi-theme-font: minor-latin;">If you’re struggling to map out your career path or are simply seeking guidance, I highly recommended talking with practitioners. If you are able to network and find mediators who are willing to sit down and speak with you they are an invaluable source of information. The CORE speaker series events provide excellent opportunities to mix and mingle with exactly these types of people. For more information on these events you can visit http://tiny.cc/ifwhv or contact us directly at </span><span style="font-family: Cambria; font-size: 12.0pt; font-weight: normal; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-theme-font: minor-latin;">604-827-5024 or<span class="apple-converted-space"> </span><a href="mailto:corecclinic@hotmail.com" style="border-bottom-color: transparent;"><span style="color: windowtext; text-decoration: none; text-underline: none;">coreclinic@hotmail.com</span></a>.<span style="color: #025a9a;"><o:p></o:p></span></span></h3><!--EndFragment-->CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com2tag:blogger.com,1999:blog-2873147289451131154.post-63147136500483408072011-11-21T11:08:00.000-08:002011-11-21T11:09:58.466-08:00The Recipe for Rapport<div style="margin-bottom: .0001pt; margin: 0cm;">This week, the core psychology series is summarizing research on the existence and effect of rapport between individuals. The following information has come from Chapter Two of psychologist Daniel Goleman’s book “Social Intelligence: The New Science of Human Relationships”, published by Random House Digital. In “A Recipe for Rapport”, Goleman outlines current research on rapport that indicates it is associated with feelings of engagement and positivity during an interaction. Understanding the current research could provide mediators with useful insight into effective communication.</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">Goleman indicates that rapport is correlated with a physiology pattern. Notably, there is a sweat response that can be observed when two individuals are enjoying their interactions or feel understood by each other. While the concept of rapport is correlated with a physiological response, Goleman states that individuals perceived to have a rapport also report or demonstrate creative and efficient decision making, strengthened bonds, and feelings of warmth, friendliness, understanding, and genuineness.<o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">Goleman outlines three key elements of rapport: shared attention, shared positive feelings and coordination of non-verbal behaviours. These elements are related to positivity and engagement in interactions.<o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><b><u>Shared Intention</u></b><o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">Shared Intention involves individuals being jointly attentive to the same stimuli. Having joint attention can fuel mutual empathy between individuals. For example, a scientific study was conducted where researchers observed participants that witnessed a confederate reinjuring a small cut on their hand. Participants looking at the confederate winced and displayed a pained expression. Participants not looking at the confederate knew the confederate was in pain, but did not display the pained facial expression.<o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><b><u>Shared Positive Feelings</u></b><o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">Shared positive feelings are facilitated by non-verbal messages during conversation, such as tone of voice or facial expressions. In a study, confederates provided negative feedback to study participants, with different accompanying facial expressions. Participants that were given negative feedback while still receiving warm facial expressions reported higher feelings of overall positivity about the interaction.<o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><b><u>Coordination of Non-verbal Behaviours</u></b><o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">Coordination between individuals’ non-verbal behaviours can fuel feelings of rapport. One of the most notable examples of this is mimicry. Mimicry refers to instances where individuals mimic each other’s non-verbal behaviours, such as tapping ones foot. Mimicry, when not forced, is correlated with increased positive feelings towards an individual. For example, students whose postures where similar to their teachers in a class room reported feeling more involved in the classroom. Be wary though, people can notice when someone is trying to mimic their behaviours, which can lead to negative impressions. Daniel’s article indicates when individuals lack this coordination, conversations can make participants feel uncomfortable.<o:p></o:p></div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;"><br />
</div><div style="margin-bottom: 0.0001pt; margin-left: 0cm; margin-right: 0cm; margin-top: 0cm;">Although there would not be much use in trying to coordinate our non-verbal behaviours with participants in mediation, it seems being cognizant of how we focus our attention and of how we express ourselves would be useful. It does seem obvious that trying to stay positive and focused as a mediator would improve the moods and engagement levels of participants, but sometimes it is hard to know if such efforts have any impact. As seen in the studies outlined previously, it seems like putting in an effort to maintain our own positivity and focus in mediation may have a tangible effect on participants in mediation, especially if negativity may persist between the parties themselves.<span class="Apple-style-span" style="font-size: medium;"><o:p></o:p></span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-38712142773634514202011-11-14T13:11:00.000-08:002011-11-17T12:15:02.100-08:00Who Does CORE Help?<div style="background-color: transparent;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="font-family: Cambria; font-size: 16px; white-space: pre;"> </span><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">As an LSLAP clinician I have witnessed first hand the toll that a legal issue can take on an individual. Most, if not all of the clients I have dealt with have given detailed accounts of the deleterious effects induced by the stress and agony of navigating the legal system. Thus, my belief in mediation and other dispute resolution procedures outside of the courts </span></span><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif; white-space: pre-wrap;">has been strongly reinforced</span><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif; white-space: pre-wrap;">. Recognizing circumstances that lend themselves to successful mediation remain an obstacle to widespread adoption. Therefore, this week’s blog posting will explore what kinds of situations readily lend themselves to mediation and under which circumstances CORE will become involved.</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;"> <span class="Apple-style-span" style="white-space: pre-wrap;"><br />
</span></span></div><div style="background-color: transparent;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Core’s mandate is to provide low cost mediation services for both the surrounding community, and for the student body here at the University. Several students have come to our office to inquire whether it is a conflict of interest for CORE to mediate between two students attending UBC. Provided we are able to arrange a student mediator who feels comfortable enough to proceed, CORE will move forward with mediation proceedings. <br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span>As an overview the following represent popular categories of disputes that CORE handles:</span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span></span><br />
<ul><li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Neighbour disputes</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Small business and partnership disputes</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Student housing</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Strata disputes</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Construction</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Small Claims cases</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Employer / Employee</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Landlord / Tenant</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Debt</span></span></li>
<li style="background-color: transparent; list-style-type: disc; text-decoration: none; vertical-align: baseline;"><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Contract</span></span></li>
</ul><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;"><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span>This list is not exhaustive and there may be other circumstances that lend themselves to mediation. For instance, when a relationship is ongoing there will be a strong incentive to agree to conditions that maximize the benefit for both parties. Avoiding a protracted legal battle increases the likelihood that parties can work past their issues without causing irrevocable damage. </span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span>Another factor that may affect mediation is the content at the heart of the issue. Disputes centering on tangible or monetary considerations are often much easier to mediate. Issues that encompass personal beliefs or values tend to be very polarizing and can lead to both sides becoming entrenched in a given position.</span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre;">Additionally</span><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">, people are often discouraged from mediation when they feel as though there is a strong power imbalance. Though this can present a number of difficulties, mediators are trained to meet these challenges with intervention designed to balance the proceedings. </span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"></span><br />
<span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span>If you suspect that you have a conflict in your life that could be solved with mediation, we encourage you to drop by our office in Allard Hall on UBC campus! Or email the clinic at </span><a href="mailto:coreclinic@hotmail.com"><span style="background-color: transparent; color: blue; vertical-align: baseline; white-space: pre-wrap;">coreclinic@hotmail.com</span></a><span style="background-color: transparent; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">. </span></span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-74382696197477109582011-11-08T23:41:00.000-08:002011-11-08T23:41:10.788-08:00CoRe Speaker Series – Recap of “Exemplary Leadership: How Dispute Resolution Professionals Can Change Cultures” with Professor Michelle LeBaron<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Professor LeBaron hosted an interactive talk on October 25 as part of the three-part CoRe Fall Speaker Series that called participants to critically think about their role as leaders when engaging in dispute resolution. Drawing on a wide variety of quotes, metaphors, and even poetry, Professor LeBaron creatively presented the critical message that dispute resolution professionals have a profound leadership power.<o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">The underlying theme of her discussion called mediators to constantly be aware of the fact that humans are naturally partial, and mediators natural partiality is a fundamental aspect of their role as leaders. She wisely observed, “Even though we say we’re neutral, the micro-communications that we are a part of still come through and have an effect on the participants and the outcome.” The “micro-communications” she referred to could even be as minute as a slight difference in body language the mediator directs towards the participants or even the way in which the mediator amplifies certain things and mutes others during the course of the mediation. She encouraged mediators not to try and suppress this natural partiality, but rather to manage it in a way that welcomes the different and guides the participants through the mediation.<o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">To illustrate this concept further, Professor LeBaron creatively looked to the four natural elements as metaphors for four dimensions of leadership mediators can exercise. She first looked to earth – a solid, grounding element representing commitment to clients. Mediators have the ability to use their leadership to ground people; they can guide people who are at their most vulnerable through established processes, and use their expertise to find constructive remains in the midst of conflict. Professor LeBaron called on participants in the session to come up with their own metaphors for how they help people to find their solid ground – as shaman, as conductor, as stuntman were only a few creative ideas that were posed.<o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Professor LeBaron next turned to the element of air, which she equated with beauty and collaboration. The ability of mediators to appreciate the strengths and resilience of the parties and to weave them into the mediation allows for small moments of beauty to be realized in the midst of difficult conflicts. Mediators can also control the sensory parts of the mediation to provide small moments of beauty, even as through small touches like the aesthetics of the room. Connections occur between parties during these moments of beauty. <o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">The third element Professor LeBaron looked to was water, which served as a metaphor for cultural fluency. She provided participants with a vivid image of water weaving around the various “rocks” or barriers parties face in recognizing and coping with cultural difference. She pointed out that mediators must take a tailored approach by asking questions and by recognizing alternative logic systems, values, and social stigmas. Mediators must tread carefully around these issues since each person has their own uniqueness, and be able to be comfortable with ambiguity. <o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Finally, Professor LeBaron discussed the element of fire, which represented creativity. When parties are in the midst of difficult conflict, they do not naturally act in creative ways and therefore need the leadership of mediators to foster creativity and collaboration. Professor LeBaron told a captivating story at this point about the deepening colours and richness of clay pots when subjected to fires. She encouraged mediators themselves to “stand in the fire”, and take innovative risks to find creative solutions. She also asked participants to articulate where their wellspring of creativity comes from, and reflect on how it could be applied to their work.<o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Professor Lebaron guided participants at this Speaker Series session through a rich exploration of their leadership capacity in dispute resolution. She thoroughly impressed upon everyone the importance of this leadership capacity, the natural partial nature of it, and four core elements of its expression. <o:p></o:p></span></div><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">The next two Speaker Series Events take place this month. On November 15, from 4:30=6:00 PM, is John Wade’s “How to be an Effective Hard Bargainer – 10 Lessons”, and on November 30, 4:30-6:30 PM Lee Turnbull will be giving an Ethics Workshop. Both events are at the KPMG offices downtown at 777 Dunsmuir Street and cost $20 for non-CoRe members. RSVP to </span><a href="mailto:coreclinic1@gmail.com"><span style="color: #0068cf; font-family: "Times New Roman","serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: "Times New Roman"; text-decoration: none; text-underline: none;">coreclinic1@gmail.com</span></a><span style="color: #2a2a2a; font-family: "Times New Roman","serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: "Times New Roman";"> </span><span style="font-family: Calibri;">to reserve a seat! <o:p></o:p></span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-72997687232472320172011-10-31T13:06:00.000-07:002011-10-31T13:06:26.603-07:00The Psychology Behind Mediation<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--> <!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:TrackMoves/> <w:TrackFormatting/> <w:PunctuationKerning/> <w:ValidateAgainstSchemas/> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:DoNotPromoteQF/> <w:LidThemeOther>EN-CA</w:LidThemeOther> <w:LidThemeAsian>JA</w:LidThemeAsian> <w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> <w:DontGrowAutofit/> <w:SplitPgBreakAndParaMark/> <w:EnableOpenTypeKerning/> <w:DontFlipMirrorIndents/> <w:OverrideTableStyleHps/> <w:UseFELayout/> </w:Compatibility> <m:mathPr> <m:mathFont m:val="Cambria Math"/> <m:brkBin m:val="before"/> <m:brkBinSub m:val="--"/> <m:smallFrac m:val="off"/> <m:dispDef/> <m:lMargin m:val="0"/> <m:rMargin m:val="0"/> <m:defJc m:val="centerGroup"/> <m:wrapIndent m:val="1440"/> <m:intLim m:val="subSup"/> <m:naryLim m:val="undOvr"/> </m:mathPr></w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
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<div class="MsoNormal"><span class="Apple-style-span" style="font-family: Calibri; font-size: 15px;">Welcome to the bi-weekly Core Psychology series! Throughout the year, I’ll be presenting psychological research and relating it to aspects of the mediation process.</span><span class="msoIns" style="font-family: Calibri; font-size: 15px;"><ins cite="mailto:Connie" datetime="2011-10-29T17:54"> </ins></span><span class="Apple-style-span" style="font-family: Calibri; font-size: 15px;">The aim will be to isolate and examine some of the psychological processes that occur during mediation that either promote or undermine effective communication and achieving a settlement agreement.</span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">In subsequent posts this series will analyze specific acts that may occur during mediation, but first I will highlight outcome interdependence and metacognition, two concepts that will be frequently mentioned throughout the year. <o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal"><i><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><u>Outcome Interdependence</u><o:p></o:p></span></i></div><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><br />
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<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">The purpose of mediation is to facilitate voluntary signing of a settlement agreement. This may be impacted by outcome interdependence, which is the compatibility or incompatibility between the parties’ interests and goals. <sup>1</sup> It is possible that parties willing to undergo mediation possess a heightened level of compatibility, demonstrated by their willingness to try different forms of alternative dispute resolution; however, on the whole it seems parties engaged in negotiation are typically self-serving and fail to detect win-win solutions, opting instead for suboptimal solutions. <sup>2</sup> We’ll look to the mediation process itself, and the perspectives and actions of the parties to determine what may promote interdependent or self serving behaviours. <o:p></o:p></span><br />
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<i><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><u>Metacognition</u><o:p></o:p></span></i><br />
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<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">The mediator’s effectiveness in their role will be a frequent topic in the series. If you saw the first blog submission of the year, you’ll remember the common mistakes committed by professional negotiators as outlined by Professor Wade (failure to listen effectively, being unclear in their own interests, bringing the wrong people to negotiation and staying on difficult questions for too long). The ability to avoid these common mistakes will depend on the mediator’s own metacognition. </span><br />
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<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Metacognition is defined as “knowledge about how the mind thinks and the ability to control and reflect on one’s own thought processes.” <sup>3</sup> With such knowledge, negotiators can develop strategies for altering their thought processes, biases and perspectives to avoid making the same mistakes over and over again. For example, instead of setting time limits for discussing certain “difficult” questions, understanding why we tend to ineffectively persist may naturally lead us to change our behaviours as we realize our motivations do not coincide with the outcome of our actions.<o:p></o:p></span><br />
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<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">The majority of the sources will be from the PsycInfo database. If you are a student or staff member at the University of British Columbia, you can take a look at: </span><span lang="EN-CA"><a href="http://resources.library.ubc.ca/159/"><span style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">http://resources.library.ubc.ca/159/</span></a></span><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><o:p></o:p></span><br />
<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><br />
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<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Thank you for reading, and I hope you're looking forward to reading our next post!<o:p></o:p></span><br />
<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;"><br />
</span><br />
<span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">Full citations:<o:p></o:p></span><br />
<div class="MsoNormal" style="margin-left: 36.0pt; mso-layout-grid-align: none; text-autospace: none; text-indent: -36.0pt;"><sup><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">1 </span></sup><span lang="EN-CA" style="font-family: DejaVuSans; font-size: 10.5pt; mso-bidi-font-family: DejaVuSans;">Halevy, N., Chou, E. Y., & Murnighan, J. K. (2011, September 12). Mind Games: The Mental Representation of Conflict. </span><i><span lang="EN-CA" style="font-family: DejaVuSans-Oblique; font-size: 10.5pt; mso-bidi-font-family: DejaVuSans-Oblique;">Journal of Personality and Social Psychology</span></i><span lang="EN-CA" style="font-family: DejaVuSans; font-size: 10.5pt; mso-bidi-font-family: DejaVuSans;">. Advance online publication. doi: 10.1037/a0025389<o:p></o:p></span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal" style="margin-left: 36.0pt; mso-layout-grid-align: none; text-autospace: none; text-indent: -36.0pt;"><sup><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">2 </span></sup><span lang="EN-CA" style="font-family: DejaVuSans; font-size: 10.5pt; mso-bidi-font-family: DejaVuSans;">Trotschel, R., Loschelder, D. D., Huffmeier, J., & Schwartz, K. (2011). Perspective Taking as a Means to Overcome Motivational Barriers in Negotiation When Putting Oneself Into the Opponent’s Shoes Helps to Walk Toward Agreements. <i>Journal of Personality and Social Psychology, 101</i>(4), 771-790.<o:p></o:p></span></div><div class="MsoNormal" style="margin-left: 36.0pt; mso-layout-grid-align: none; text-autospace: none; text-indent: -36.0pt;"><br />
</div><div class="MsoNormal" style="margin-left: 36.0pt; mso-layout-grid-align: none; text-autospace: none; text-indent: -36.0pt;"><sup><span lang="EN-CA" style="font-family: Calibri; font-size: 11.0pt; mso-ascii-theme-font: major-latin; mso-hansi-theme-font: major-latin;">3 </span></sup><span lang="EN-CA" style="font-family: DejaVuSans; font-size: 10.5pt; mso-bidi-font-family: DejaVuSans;">Boyd, D., Bee, H., & Johnson P. (2009). <i>Lifespan Development (</i>3<sup>rd</sup> ed.). Toronto, Ontario: Pearson Education Canada.<o:p></o:p></span></div><!--EndFragment-->CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com1tag:blogger.com,1999:blog-2873147289451131154.post-83561696971401646122011-10-24T10:49:00.000-07:002011-10-24T10:49:50.809-07:00Negotiation Tactics from Down UnderWith the new school year under way at the University of British-Columbia, CORE is up and running again! We have a fresh set of student bloggers who will be bringing you weekly updates with stimulating thoughts on the world of alternative dispute resolution.<br />
<div><br />
</div><div>Recently the Faculty of Law was privileged to host a full day seminar on the art of negotiation run by Professor John Wage. Professor Wade has authored over 100 articles and books and has taught over 300 mediation and negotiation courses around the world. Currently, Professor Wade is the director of the dispute Resolution Centre within bond University's Faculty of Law.</div><div><br />
</div><div>The session was designed to provide an introductory lecture for students to learn the nuances of negotiation. Professor Wade described positional bargaining (primarily quantifiable solutions) and interests based (underlying goals behind the mediation) as the archetypical approaches to negotiation, but stressed that both types should be used in concert to facilitate a successful resolution. Students were also introduced to BATNA (best alternative to negotiated agreement), WATNA (worst alternative to negotiated agreement) and the MLATNA (most likely alternative to negotiated agreement) in order to accurately frame the issue at hand.</div><div><br />
</div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">In addition to lecturing on the theory behind successful negotiations, Professor Wade also presented some of the common mistakes committed by professional negotiators. Here are some of the most interesting:</span></span> </div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><br />
</span></span></div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"> </span></span><br />
<pre style="line-height: 18.0pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">1. Seeing the Elephant in the room: <o:p></o:p></span></span></span></span></pre><pre style="line-height: 18.0pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><i><span style="color: #222222; font-size: 12pt;">Failing to listen effectively</span></i><span style="color: #222222; font-size: 12pt;"> <o:p></o:p></span></span></span></span></pre><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;">Professor Wade stressed that one of the most common mistakes committed by lawyers when negotiating is a failure to listen. It is important to understand what the objectives of a client are in negotiation and to allow them to participate in the process. Often the greatest progress is made when the parties are able to speak candidly with one another.</span> </span></span></div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><br />
</span></span></span></div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"> </span></span></span><br />
<pre style="line-height: 18.0pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">2. Know what you want: <o:p></o:p></span></span></span></span></span></pre><pre style="line-height: 18.0pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><i><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">Being Unclear in client’s interests and BATNA<o:p></o:p></span></span></i></span></span></span></pre><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;">This stems from the previous mistake, as a failure to accurately frame the heart of the issue will lead to ineffective negotiation. It is important that negotiators clearly state their position and disclose helpful information to the other party, particularly information that strengthens your position.</span></span></span></span></div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><br />
</span></span></span></span></div><div><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"> </span></span></span></span><br />
<pre style="line-height: 18.0pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">3. Know who to invite to the party:<o:p></o:p></span></span></span></span></span></span></pre><pre style="line-height: 18.0pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><i><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">Bringing the wrong people to the negotiation<o:p></o:p></span></span></i></span></span></span></span></pre><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;">People can generally be grouped into different conflict management styles based on their inherent temperament. Having too many people in the room with similar characteristics can lead to undesirable difficulties, avoidance of issues, inequitable solutions. Therefore, given the circumstances of the situation, it is important to have a number of people or an individual at the negotiating table that is capable of shifting between mindsets (compromising, obliging, integrating, </span></span></span></span></span><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;">avoiding, or </span><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;">dominant).</span><br />
<span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><br />
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<pre style="line-height: 18.0pt;"><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">4. Playing in the Mud: <o:p></o:p></span></span></span></pre><pre style="line-height: 18.0pt;"><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><i><span style="color: #222222; font-size: 12pt;"><span class="Apple-style-span" style="font-family: Times, 'Times New Roman', serif;">Staying on difficult questions for too long, instead of moving on to other questions<o:p></o:p></span></span></i></span></pre><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;">When a difficult issue presents itself it may be necessary to, “park it” and move onto another area of disagreement. Rarely in the course of negotiation will it be useful to continue on an issue that becomes seemingly intractable. Moving to another issue may help to mitigate some of the difficulties and challenges presented by the previous dilemma. It is important to emphasize areas of agreement to instill positive sentiment and to make parties feel closer to a solution.</span><!--EndFragment--></span><br />
<span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><span lang="EN-CA" style="color: #222222; font-size: 12pt;"><br />
</span></span><br />
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</style> <![endif]--> <!--StartFragment--><span lang="EN-CA" style="color: #222222; font-size: 12pt;">If you have additional questions for Professor Wade feel free to contact him through Dispute Resolution Centre at Bond University </span><span lang="EN-CA" style="font-size: 12pt;"><a href="mailto:drc@bond.edu.au"><span>drc@bond.edu.au</span></a></span><span lang="EN-CA" style="color: #222222; font-size: 12pt;">. Keep your eyes out for future blog posts!</span><!--EndFragment--> </span></span><br />
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<pre style="line-height: 18pt;"><span class="Apple-style-span" style="color: #222222; font-size: 16px;"><span class="Apple-style-span" style="font-family: Calibri;">
</span></span></pre><!--EndFragment--></div><div><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><br />
</span></div><div><span class="Apple-style-span" style="color: #222222; font-family: Times, 'Times New Roman', serif; font-size: 16px;"><br />
</span></div><div></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-78632552958460614482011-03-07T17:07:00.000-08:002011-03-07T17:07:26.749-08:00Mediation from Coast to Coast… to far away coast!<!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> </w:Compatibility> <w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel> </w:WordDocument> </xml><![endif]--><!--[if !mso]><img src="http://img2.blogblog.com/img/video_object.png" style="background-color: #b2b2b2; " class="BLOGGER-object-element tr_noresize tr_placeholder" id="ieooui" data-original-id="ieooui" /> <style>
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<div class="MsoNormal">*Simone Tielesh is a CoRe student board member who is on an exchange semester as a visiting student at Dalhousie University’s <a href="http://law.dal.ca/"><span style="color: windowtext; text-decoration: none;">Schulich School of Law</span></a>.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">A few weeks ago I sat down with Professor Diana Ginn to speak with her about a great initiative that has been going on at Dalhousie University. In 2004 the Canadian International Development Agency (CIDA) agreed to fund a five year project between Dalhousie, and partner universities in the Philippines and Vietnam. The project was called Principles In Practice (PIP) – and is focused on a principled approach to coastal zone management.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">All three countries have large coastal areas, and wanted to share insights about regulation and management options. The program started with an environmental and regulatory focus, but partners in the Philippines and Vietnam requested that an ADR component be added. Professor Ginn, and her colleague Professor David Blaikie joined the PIP team to bring expertise on ADR methods in North America.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Professors Ginn and Blaikie, worked with the PIP partner professors to identify goals and found there to be a lack of ADR resources available in these regions. Their work then focused on training the trainers through providing techniques for teaching ADR, the theory of conflict management (focusing on hypotheticals which were culturally relevant), and lecturing on conflict management.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">CIDA funding ended in 2009, but the three PIP partners were left feeling that strong relationships had developed and more work could be done. Since then, Professors Ginn and Blaikie have worked to keep these connections strong, and with a grant from the Schulich Fund, will be going back this summer to teach more conflict management classes, aid in drafting a national policy for Vietnam on coastal zone management, and collaborate with professors from PIP partners in Vietnam and the Philippines on a book on conflict management in Southeast Asia.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">There is a huge appetite for resources and teaching on North American approaches to conflict management in the partner institutions – but the learning has gone both ways! Professor Ginn came away with five take away lessons from her ADR experiences abroad. </div><div class="MsoNormal" style="margin-left: 0.5in; text-indent: -0.25in;"><span>-<span style="font: 7pt "Times New Roman";"> </span></span>First, we shouldn’t assume that there is one typically “Asian” way to negotiate or mediate, given the differences in culture and history between each Asian nation. </div><div class="MsoNormal" style="margin-left: 0.5in; text-indent: -0.25in;"><span>-<span style="font: 7pt "Times New Roman";"> </span></span>Second, the idea of ADR being ‘alternative’ to enforcement of rights in court does not necessarily apply where there is a lack of law and regulation (and so a lack of court protection), conflict management may be the only avenue to dispute resolution. </div><div class="MsoNormal" style="margin-left: 0.5in; text-indent: -0.25in;"><span>-<span style="font: 7pt "Times New Roman";"> </span></span>Third, in Canada we often think of ADR as between two individuals/corporations engaging in an individualized process. Generally, but specifically in terms of resource management, the disputes could be between community groups (ie. traditional fisheries and aquaculture) or between a community or individual on one side and the government on the other, rather than simply between individuals. </div><div class="MsoNormal" style="margin-left: 0.5in; text-indent: -0.25in;"><span>-<span style="font: 7pt "Times New Roman";"> </span></span>Fourth, the most frequent questioned asked by PIP partners was, do any of these principles work when there is an imbalance of bargaining power?? This is an issue we also grapple with in the Canadian context, but is exacerbated when neither the law, nor the money is available to balance the negotiation/mediation table. </div><div class="MsoNormal" style="margin-left: 0.5in; text-indent: -0.25in;"><span>-<span style="font: 7pt "Times New Roman";"> </span></span>Lastly, the political realities in both Vietnam and the Philippines, which have very centralized government with significant control, affect public and private dispute resolution and can imbalance the negotiation table.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">One lesson was definitive, these countries were eager to learn North American approaches (like interest based negotiation and mediation) to ADR, and given the increasing levels contact between boarders and around the world – this field <i>is</i> going to grow, it’s just a matter of in what direction.</div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-37846728659014979022011-02-22T07:10:00.000-08:002011-02-22T07:10:55.183-08:00Mediation from Coast to Coast<!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> </w:Compatibility> <w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel> </w:WordDocument> </xml><![endif]--><!--[if !mso]><img src="http://img2.blogblog.com/img/video_object.png" style="background-color: #b2b2b2; " class="BLOGGER-object-element tr_noresize tr_placeholder" id="ieooui" data-original-id="ieooui" /> <style>
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<div class="MsoNormal">*Simone Tielesh is a CoRe student board member who is on an exchange semester as a visiting student at Dalhousie University’s <a href="http://law.dal.ca/"><span style="color: windowtext; text-decoration: none;">Schulich School of Law</span></a>.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Hello CoRe blog enthusiasts! </div><div class="MsoNormal"><br />
</div><div class="MsoNormal">The Schulich school of Law at Dalhousie University has two great mediation initiatives on the Halifax campus and some fascinating partnerships abroad. Within the law school there is a much sought after alternative dispute resolution (ADR) course, which considers the theory and practice of dispute resolution techniques in the fields of negotiation, mediation and arbitration. </div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Also, the Dalhousie College of Continuing Education has a ‘Negotiation and Conflict Management Program” for both students and interested community members alike. This program offers intensive several day courses, at both basic and advanced levels, which use methods such as roll play in front of coaches to develop participant’s ADR skills. Check out the Negotiation and Conflict Management Program website for more details, at:</div><div class="MsoNormal"><a href="http://collegeofcontinuinged.dal.ca/Continuing%20Management%20Education/Negotiation%20and%20Conflict%20Management/">http://collegeofcontinuinged.dal.ca/Continuing%20Management%20Education/Negotiation%20and%20Conflict%20Management/</a></div><div class="MsoNormal"><br />
</div><div class="MsoNormal">If you are interested in traveling, living or working in Atlantic Canada, or just looking for some additional information on ADR programs locally and internationally, the Negotiation and Conflict Management Program offers some great resources:</div><a href="http://www.acrnet.org/"><span style="color: windowtext; text-decoration: none;">Association for Conflict Resolution (U.S./International)</span></a> <br />
<a href="http://www.adrcanada.ca/"><span style="color: windowtext; text-decoration: none;">ADR Institute of Canada</span></a> <br />
<a href="http://www.adratlantic.ca/"><span style="color: windowtext; text-decoration: none;">ADR Atlantic</span></a> <br />
<a href="http://www.fmc.ca/"><span style="color: windowtext; text-decoration: none;">Family Mediation Canada</span></a> <br />
<a href="http://www.pon.harvard.edu/"><span style="color: windowtext; text-decoration: none;">Program on Negotiation (Harvard Law School)</span></a> <br />
<a href="http://www.publicconversations.org/"><span style="color: windowtext; text-decoration: none;">Public Conversations Project</span></a> <br />
<a href="http://web.mit.edu/publicdisputes/"><span style="color: windowtext; text-decoration: none;">Public Disputes Program (MIT-Harvard)</span></a> <br />
<a href="http://www.bothand.org/"><span style="color: windowtext; text-decoration: none;">BothAnd Project</span></a> <br />
<a href="http://www.thirdside.org/"><span style="color: windowtext; text-decoration: none;">The Third Side</span></a><br />
<a href="http://www.beyondintractability.org/"><span style="color: windowtext; text-decoration: none;">Beyond Intractability</span></a><br />
<a href="http://www.negotiationlawblog.com/"><span style="color: windowtext; text-decoration: none;">Settle It Now Negotiation Blog</span></a><br />
<a href="http://www.mediationchannel.com/"><span style="color: windowtext; text-decoration: none;">The Mediation Channel</span></a><br />
<a href="http://www.peacemakers.ca/"><span style="color: windowtext; text-decoration: none;">The Peacemakers Trust</span></a> <br />
see:<br />
http://collegeofcontinuinged.dal.ca/Continuing%20Management%20Education/Negotiation%20and%20Conflict%20Management/Resources.php<br />
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<div class="MsoNormal">Check back in a few days for a great story about how two professors from Dalhousie Law are working with practitioners in Vietnam and the Philippines in the field of conflict management!</div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-67337278169782109902011-02-13T08:15:00.000-08:002011-02-13T08:15:18.457-08:00Looking for more exciting ways to be involved in mediation?<!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> </w:Compatibility> <w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel> </w:WordDocument> </xml><![endif]--><!--[if !mso]><img src="http://img2.blogblog.com/img/video_object.png" style="background-color: #b2b2b2; " class="BLOGGER-object-element tr_noresize tr_placeholder" id="ieooui" data-original-id="ieooui" /> <style>
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<div class="MsoNormal"><strong>Mediators Beyond Borders</strong> <strong>(Partnering for Peace & Reconciliation)</strong> is a “non-profit, humanitarian organization of skilled volunteer conflict resolution professionals established to partner with communities in troubled locations worldwide to support them to build their conflict resolution capacity for preventing, managing, resolving and healing from conflict.” Current mediation projects are taking place in <span class="italics">Liberia</span><span class="italics">, </span><span class="italics">Pittsburgh</span><span class="italics">, </span><span class="italics">Pennsylvania</span><span class="italics">, </span><span class="italics">USA</span><span class="italics">, </span><span class="italics">New Orleans</span><span class="italics">, </span><span class="italics">Louisiana</span><span class="italics">, </span><span class="italics">USA</span><span class="italics">, </span><span class="italics">Israel</span><span class="italics"> and The Middle East, </span><span class="italics">Zimbabwe</span><span class="italics">, </span><span class="italics">Colombia</span><span class="italics">, and </span><span class="italics">Ecuador</span><span class="italics">. </span></div><div class="MsoNormal"><br />
</div><div class="MsoNormal">Check out their website at: <a href="http://www.mediatorsbeyondborders.org/" target="_blank">http://www.<wbr></wbr>mediatorsbeyondborders.org/</a> for more information on global mediation opportunities, join up as a member, or think about joining in on the Mediators Beyond Boarders Annual Congress.</div><div class="MsoNormal"><br />
</div><div class="MsoNormal">The 4th Annual MBB Congress themed <span class="italics"><b>From Conflict to Peace: The Mediation Revolution</b></span> will be held at UCLA in Los Angeles March 4-6, 2011.</div><div class="MsoNormal"><a href="http://www.mediatorsbeyondborders.org/what/congress.shtml">http://www.mediatorsbeyondborders.org/what/congress.shtml</a></div><div class="MsoNormal"><br />
</div><span style="font-family: "Times New Roman"; font-size: 12pt;">Mediators Beyond Boarders can also be accessed through their LinkedIn account at: <a href="http://www.linkedin.com/groups?mostPopular=&gid=2539171&trk=myg_ugrp_ovr" target="_blank">http://www.linkedin.com/<wbr></wbr>groups?mostPopular=&gid=<wbr></wbr>2539171&trk=myg_ugrp_ovr</a> </span>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-2236310738420746072011-02-03T14:14:00.000-08:002011-03-07T18:22:10.062-08:00The CoRe Challenge Announced!<div class="MsoNormal"><span lang="EN-US" style="font-size: 12pt; line-height: 115%;">CoRe will be welcoming teams of conflict </span><span class="apple-style-span"><span style="font-size: 12pt; line-height: 115%;">resolution practitioners, mediators, lawyers, business professionals and students</span></span><span lang="EN-US" style="font-size: 12pt; line-height: 115%;"> to a winner-takes-all game on Saturday June 4<sup>th</sup>. The CoRe Challenge is inspired by the Amazing Race TV Show, but fear not – the </span><span class="apple-style-span"><span style="font-size: 12pt; line-height: 115%;">challenges will reflect CoRe's focus on dispute resolution by testing each team’s ability to problem-solve instead of their ability to ingest odd foods. If you think you have what it takes to take home the big prize, register now! The winner will be announced later this spring at the CoRe Challenge Gala – more details on that event to come.</span></span></div><div class="MsoNormal"><span class="apple-style-span"><span style="font-size: 12pt; line-height: 115%;"><br />
</span></span></div><div class="MsoNormal"><span class="apple-style-span"><span style="font-size: 12pt; line-height: 115%;">Each registering team of 4 is asked to raise a minimum donation of $500. Proceeds go to the CoRe Conflict Resolution Society, a registered charity that provides low cost mediation services to the community, as well as education and experience in dispute resolution for law students. You can find out more about CoRe and the CoRe Challenge on our website: <a href="http://www.coreclinic.ca/">www.coreclinic.ca</a></span></span></div><div class="MsoNormal"><span class="apple-converted-space"><span style="font-size: 12pt; line-height: 115%;"><br />
</span></span></div><div class="MsoNormal"><span class="apple-converted-space"><span style="font-size: 12pt; line-height: 115%;">The deadline to register is May 15<sup>th</sup>. To register, contact us at <a href="mailto:coreclinic1@gmail.com">coreclinic1@gmail.com</a></span></span><span class="Apple-style-span" style="font-size: 16px; line-height: 18px;">. If you don’t have a team of your own, we will gladly find one for you to join.</span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-54598134728562295772011-01-20T16:33:00.000-08:002011-01-20T16:38:00.846-08:00Agency in mediationI am interested in mediation for several reasons, including the relevance of mediation skills beyond the obvious contexts of negotiation and mediation; the overloading of our court system and the need for lawyers (and law students!) to be part of the solution; and the strong potential of mediation to provide a more satisfying and societally healthy kind of resolution than that provided by the courts. It also seems to provide much more room for personal agency. In my first few months of law school, it is already becoming clear that the court system, while often helpful, is limited in some important ways.<br />
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As part of my graduate studies, I researched a dispute over land ownership. One of the biggest problems hindering resolution of the dispute was a lack of common ground (excuse the pun). The parties often talked past each other: Each claimed the moral high ground; each pointed to the other's failures to adhere to the law; each felt that the other's goals were unfair, unreasonable and unrealistic. The parties had chosen to try to resolve thier dispute face to face, though. Although the situation is not yet resolved, I hold out much more hope for resolution outside of the court system than I do for success through litigation. This is primarily because I believe that our court system is premised on ideas of justice that favour the status quo, meaning that there is a bias against weaker parties. Legal norms and assumptions often preclude different ways of understanding a situation, and the courts' notions of justice are often narrow and inflexible. Although the courts might be able to wade through the complicated dispute and would no doubt reach a verdict, I wonder whether it would leave the disputers with any useful sense of closure or satisfaction.<br />
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While the hope of a winner-takes-all solution may be appealing to people on both sides of a dispute, each believing their own point of view is the correct one, the world is not black and white. Complexity needs to be acknowledged - and then sometimes it should be let go. A lot of personal agency and empowerment falls by the wayside when the process is essentially directed by judges and lawyers. Parties in a court case don't always get the remedy they're seeking, and the cases can drag on for years. Many of the cases we've read in class provide no resolution at all because of a procedural slip-up. Often all people really seem to want is a recognition from the other party of the problem - they're not necessarily after vast sums of money. Mediation cannot be the solution to every dispute, but in an increasingly disconnected world, it seems like having people listening to each other is a really good place to start.CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-62207535348982365432010-10-30T15:56:00.000-07:002010-10-30T15:56:49.886-07:00Watching for HotspotsDr. Herve's talk was, as predicted, really interesting. He started off with a video clip of a woman, clearly nervous, relating a series of events, and then asked us if she was telling the truth or not. If not for realizing that this might be a "trick question," I think all of us would not have hesitated to say that she was lying in various parts of her story. But as explained in the rest of the seminar, it's important to keep in mind the "baseline" of the person you're talking to. Are they usually kind of a nervous person? Do certain topics cause them to communicate in a different way, regardless of whether they're telling the truth or not? How do our expectations of "normal" social behaviour impact our assessment of a person's truthfulness?<br />
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The main message I got from the seminar was that although our observations of a person's behaviour and speech may display "hotspots" of unusual behaviour, those hotspots don't necessarily indicate that the person is saying something untrue. It's important not to jump to conclusions about the trustworthiness of someone's version of events just because they are acting in a way that makes us feel like something odd is going on. It's Although telling an untruth requires more cognitive effort than telling the truth, the fact that someone is finding something hard to remember may simply reflect the fact that the events were not particularly noteworthy at the time, and so were not assigned a priority space in their memories.<br />
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In a mediation context, of course, a professional mediator is expected in any case to avoid taking sides and prejudicing their assessment of a situation. Another important thing to keep in mind when interviewing people is to say as little as possible. Starting off by asking someone to "tell me what happened" is usually the best way to go. Find out as much as you can using open-ended questions, and only ask for clarification when necessary.<br />
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While I was listening, I couldn't help but evaluate my own behaviour in terms of the indicators Dr. Herve was talking about. Would it be possible to become a "better" liar by attempting to control the behavioural cues that indicate "hotspots" of possible untruth? Would I be able to fake a more polite convincing smile if I remembered to crinkle the corners of my eyes? Win a game of poker by avoiding nervous twitches? Dr. Herve said that despite his increased training and ability to spot speech and body language cues in others, he hasn't gotten any better at controlling his own, and that this pattern holds in general. So much for my professional gambling career, I guess.CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-89844675672372341152010-10-14T16:32:00.000-07:002011-01-20T16:39:26.882-08:00Truth and Lies<span style="font-family: Georgia,"Times New Roman",serif; font-size: small;"></span><br />
<div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;">We've all been in situations where our "gut feeling" tells us that someone is lying or, conversely, where we can "just tell" that they an honest person. But what if those gut feelings are wrong? Can we rely on intuition?</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;"><br />
</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;">Apparently not. Without training, someone's chances of differentiating truth from lies are little better than random guesses, regardless of her professional background. This is interesting general knowledge and it's probably good to keep it in mind in everyday interactions, especially with people we don't know. But surely it's especially relevant in the context of the legal profession. Our justice system sometimes relies on a jury's assessment of whether the accused or the accuser is more believable. A professional negotiator or mediator may be influenced by their perception of who is more 'at fault' in a given disagreement. Making a strong argument in court is really all about trying to sound more logical, correct, or 'right' - concepts strongly linked to truth.</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;"><br />
</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;">The education process as I've experienced it is often just as much (if not more) about learning what I <i>don't</i> know than actually acquiring new knowledge and skills. "Facts" are inevitably based in perspective, and "truth" is always laden with pre-conceptions and cognitive filters that help us to simplify the world into something we can understand and manage. Relying on instinct is a mental shortcut we all take much more often than we even realize, and it's often a very useful one. But making snap decisions about who's telling the truth isn't always a good idea.</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
</div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;">In my first month in law school, I'm quickly finding that the pattern continues. I have managed to find another field of knowledge and practice in which I'll always be presented with new questions and interesting dilemmas. Happily, there's always someone out there who knows way more than I do, so I can still feel like I'm making progress in tackling the ever-growing list of things I never knew I never knew.</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
</div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="line-height: 115%;">This leads into the shameless advertising part of my post: </span></span><span style="font-size: small;">The first event in the CoRe Speaker Series will occur on October 27. Dr. Hugues Herv<span style="line-height: 115%;">é, a registered psychologist, partner and director with the Forensic Alliance, will give an introduction on evaluating truthfulness<span style="font-family: "Trebuchet MS",sans-serif;">, including an</span></span></span><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif; line-height: 115%;"> overview of the popular myths and barriers to the accurate assessment of truthfulness, current research in the field, the relation between interviewing and credibility assessment, and an introduction to an empirically-based practical approach to evaluating truthfulness. The talk will conclude with a discussion of how to apply this approach to the mediation context.</span></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
</div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif; line-height: 115%;">Interested in learning more on this fascinating topic? Details are <a href="http://faculty.law.ubc.ca/coreclinic/Archives/speakers/dr_Herve.html">here</a>!</span></span></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-54257066243116749532010-10-12T00:18:00.000-07:002010-10-12T00:18:18.443-07:00Reflections on Training<div class="separator" style="clear: both; text-align: center;"></div>Once we got all the technical details out of the way (such as where to document calls and emails and where to find certain forms), we turned to the more engaging topic of how to get the most out of phone calls with clients and potential clients. <br />
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I particularly enjoyed the discussion on reflective listening and reframing. <b>Reflective listening</b> is an important skill because it lets the person you are talking to feel as though you are actually interested in their feelings and what they have to say and that you understand what they are saying. More specifically, it’s important to engage skills such as paraphrasing and summarizing. This can not only demonstrate concern and understanding but also build trust. In addition, asking open-ended questions is a good way to explore issues and provide information rather than just getting “yes” or “no” answers. However, reflective listening doesn’t involve taking sides or agreeing, but instead remaining impartial and reflecting and acknowledging the person’s feelings.<br />
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<b>Reframing </b>is equally important because it can change how a person conceptualizes or sees a particular situation. Reframing can also be done through paraphrasing but more specifically it involves pinpointing the issues that are important to the person you are speaking with. Rather than focusing on emotions, which might preclude agreement, the goal is to figure out which values and issues are important to the parties involved. Once this is done, it may be easier to identify underlying needs and find a common ground. <br />
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Our training was also very valuable because it affirmed that ultimately our task at CoRe is not to tell anyone what to do or to force anyone into an agreement. Both parties have to agree to the final solution. This is one of the many advantages to mediation as opposed to a court setting where the parties would be bound to the ruling regardless of whether or not they agreed to the terms. <br />
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<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhUKIIa2-HCsJiOVaNwo-BYe3v1cCoA2WR62rzUEBTwPG8E0qURjOB3EEUZ8bf6LeBh-DroUQUrI_3tkhg5CDTCA5FOtoHMmNtUcGPBBdwG-0jYnSXbF3J5YjEbWGqbmkOltEg68nmHKT7x/s320/Group+training+-+Listening.jpg" style="margin-left: auto; margin-right: auto;" width="320" /></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Here's a shot from the training session. Listening intently!</td></tr>
</tbody></table><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhUKIIa2-HCsJiOVaNwo-BYe3v1cCoA2WR62rzUEBTwPG8E0qURjOB3EEUZ8bf6LeBh-DroUQUrI_3tkhg5CDTCA5FOtoHMmNtUcGPBBdwG-0jYnSXbF3J5YjEbWGqbmkOltEg68nmHKT7x/s1600/Group+training+-+Listening.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"></a></div>CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0tag:blogger.com,1999:blog-2873147289451131154.post-3909377355141251952010-10-08T13:10:00.000-07:002010-10-08T13:10:12.044-07:00Welcome!Hello and welcome to the new CoRe Clinic blog page!<br />
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CoRe Clinic is a student-run, charitable organization that provides affordable mediations and other conflict resolution services to community members, campus organizations at UBC, and not-for-profit organizations.<br />
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We are excited to get another year of mediation and conflict resolution under way and are happy to share our experiences. We have an eager new team of student clinicians who are looking forward to receiving your calls and emails and to answering any questions you might have about our clinic. <br />
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Over the next few months we will be blogging about our experiences volunteering at the clinic and keeping you up to date on the latest mediation related news.<br />
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Also, don't hesitate to leave us a comment!<br />
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Hope to hear from you soon,<br />
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The CoRe Team.<br />
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Up next: Thoughts on Clinician Training - inspiring and insightful.CoRe Clinichttp://www.blogger.com/profile/09953643896295394872noreply@blogger.com0