It struck me that as we start 2021, perhaps it is a good time to “turn over a new leaf” by apologizing for our acts and/or omissions and forgiving others for their acts/omissions committed in 2020.
Are kindness and conversation still possible? What about the many other people who share a perspective with those folks and are not themselves violent?
It’s so normal for us to ask questions and want information from those who have already been through this overwhelming time in our lives.
When you hear about the word landscape of dispute resolution, the first thing that comes to the mind of the people is litigation before a court of competent jurisdiction. However, the parties need to be made aware that the landscape of dispute resolution is wider. It includes along with litigation, arbitration and mediation.
Lawyers love conflict. They thrive on it. If anyone can coexist with conflict, it’s a lawyer.
Empty threats in dispute resolution change nothing.
As COVID concerns spread, conditioning from the media and celebrities talking about how everyone needed to comply with random, and often contradictory orders began to make the rounds of TV and social media.
When two people are tasked to complete a project together, they may not always agree on how to get it done.
There are times many of us interact in ways we're not very proud of. It may be because we are reacting to what someone is saying or doing.
When considering whether or not to bring a child to a holiday gathering (such as Thanksgiving dinner at Grandma’s house for example), these and other factors need to be taken into consideration.
There are times many of us interact in ways we’re not very proud of.
As part of our special series for Conflict Resolution Month this October, this is our second article where we have highlighted the following research institutes and think tanks across the world.
Online Yom Kippur discussed was the impermanence of life.
The problem we saw in the recent residential debate is familiar to any mediator: How do you keep angry people from interrupting each other?
Continually asking questions, rather than making declarations, is a core creed in my resolution work.
We like to feel in control. To lose this sense of control is to be open to doubt, anxiety, and fear.
This article discusses fostering collaboration, mitigating conflict, and improving performance.
Today as the coronavirus keeps us isolated, huddled in our homes, fearful of venturing too far or thinking too deeply, we cannot long ignore the pandemic’s impact on contractual deals that we made when we thought we understood the present and even banked on a better tomorrow.
One way that some of us cope when we are in conflict is to criticize the other person for something he or she is saying or doing.
The term “microaggression” was coined in the 1970s by Dr. Chester Pierce who is a psychiatrist, and refers to “subtle, stunning, often automatic, and nonverbal exchanges which are ‘put downs’ of Black people and members of other minority groups; ‘micro’ refers to their routine frequency, not the scale of their impact.” (Id.)
Employee contracts, which were rarely straightforward before the pandemic, are particularly complicated now.
The National Association for Community Mediation discusses the importance of having a vulnerable vision, and standing up for it.
Have you ever been in a situation with another individual where you have absolutely no idea what they are thinking?
Is there something more I could do, as part of the human community that might make a difference?