4 posts categorized "CPD"

August 16, 2018

Use Your Power!

When I talk to people involved in a conflict, often both tell me they feel powerless. It is a very common perception.

There are many sources of power. A few examples are: formal authority, institutional, expert information, access to resources, procedural, moral and personal power. As a mediator, I am alert to the use of power between my clients and I can help them use their power more effectively.

Use of power is a method of resolving conflict. Many of us use the power of unilateral action at an early age when we grab the toy we want from another toddler. Later in life we learn other conflict resolution methods that are rights-based and interest-based.

In addition to unilateral action, another method of power-based dispute resolution is authoritative command. The manager can resolve workplace conflict by deciding the outcome, assigning work, or transferring someone to another position. While authoritative command may seem efficient, it may not be fair, just, or ultimately effective in resolving the conflict.

Power is not static. During a relationship or during a negotiation, power shifts from one person to the other. Power is not a fixed commodity which someone can give us or take from us.

If my company is experiencing conflicts with the landlord of our rented premises, I could use my power to take unilateral action. Although the landlord has power to set the lease terms within the limit of the applicable laws, I have the power to move my company to another location, and even buy a building to avoid future landlord conflicts.

The risk is that I may lose customers who are used to the old location, and possibly create an opportunity for another entrepreneur to locate in my old premises and offer competition to my products or services. That option tilts power to the landlord.

If my business is one-of-a-kind, not reliant on customers coming to the location, or the old location is hard to rent, the power dynamic shifts in my direction.

When we are involved in a conflict it is helpful to analyse our power relative to the other person. Ask, What power do I have in the situation? As in the examples above, the manager or the landlord has power, and at the same time the tenant or the employee has power also.

One of the most effective strategies is to shift from “power over” to “power with”. If I try to use my power to make you do something you would not otherwise do, it is going to be difficult. If I choose to use my power to work with you to solve our mutual problem, I am much more likely to be successful in getting a full, long-lasting resolution.

Would you like to develop your conflict resolution skills?

Register for the Mediator Education Program at Munn Conflict Resolution Services this fall in beautiful London, Ontario.

If you are considering becoming a professional mediator, our schedule gives you the opportunity to complete sufficient training to apply for the Q. Med. designation in 2018.

Course # 1 – Fundamentals of Mediation – September 26, 27, 28, October 1 & 2, 2018– 5 days – 40 hours.

Recognized by the ADR Institute of Ontario and the Law Society of Upper Canada.

Early registration discount ends August 22!

Course # 2 – Mediation Beyond the Basics – November 14, 15, & 16, 2018– 3 days – 21 hours

Course # 3 - Advanced Mediation – December 3, 4, and 5, 2018– 3 days – 21 hours

February 19, 2016

Why do I Need to Know the Fundamentals of Mediation?

I need to help my team members resolve conflict between them.  I learned mediation so that I could be more effective. -  Supervisor 

An excellent course. Must be taken by managers, problem solvers and those that have responsible jobs!  - Business owner

As manager of a team that provides services to the whole organization I end up mediating conflict between other departments and my staff.   I learned the mediation skills to do this better. - Manager

An excellent opportunity to build on existing skills and interests. Encourages alternative negotiation and mediation processes which are very useful.  - Lawyer

With my mediation training, I am positioned for promotion. This was a worthwhile investment in my career.  - Administrator

Looking forward to using my new mediation skills to build a retirement business mediating in my field. - Recently retired professional

Whatever your reason is

Fundamentals of Mediation is an opportunity to build your practical skills to manage and resolve conflict.

Next course dates April 6, 7, 8, 11, and 12, 2016. Early registration discount until March 4, 2016.

Click here to register.

Don`t miss this opportunity.

December 30, 2015

Educating Mediators ≠ Educating Lawyers

Recently I was asked, “What is the difference between educating lawyers and educating mediators”?

One difference is a result of basic brain function. In general, legal education requires declarative memory whereas mediator education requires procedural memory.

Declarative memory is “memory that a person can state in words”, according to Wikipedia. This is the type of memory that is understood to be enhanced by our capacity to consolidate memories through sleep, such as when we reactivate newly learned memories.

In contrast, using the Wikipedia definition, procedural memory is created through “repeating a complex activity over and over again until all of the relevant neural systems work together to automatically produce the activity”. This kind of memory is typically not accessed consciously. Procedural memory is a type of implicit memory where our previous experiences aid the performance of a task even though we do not have conscious awareness of these previous experiences.

Thus because of the way our brains work, the method of providing an education for the declarative memory needed by lawyers is different than the education for the procedural memory needed by mediators.

If you are considering becoming a mediator or gaining mediation skills this is important.

In order to build procedural memories it is important for mediator education to include many opportunities for learning through experience such as in-class practise, and role playing as a mediator.

Consider the class size and the format of your possible mediation courses.   A small class experience with lots of opportunity to practise using the concepts taught in the course will deliver the most effective procedural memory as you build your mediator skills. For example, the maximum class size in the Mediator Education Program at Munn Conflict Resolution Services is 12 students. In our basic 40-hour course, Fundamentals of Mediation, there are three days of in-class practise segments. In addition each student has extensive opportunities to role play as a mediator, in at least two different scenarios with coaching from an experienced mediator.

Our course Fundamentals of Mediation is accredited by the Law Society of Upper Canada for Continuing Professional Development.    

This program contains 1.75 Professionalism Hours and 38.25 Substantive Hours.

August 15, 2015

Lawyers and Paralegals: Fundamentals of Mediation Contains CPD hours

Our basic course, Fundamentals of Mediation on September 30, October 1, 2, 5, and 6, 2015  is accredited by the Law Society of Upper Canada for CPD.

This program contains 1.25 Professionalism Hours and 38.75 Substantive Hours. 

Time is running out!  Discounted fee applies until August 28, 2015.  

Class size is limited.  Register now to join us.



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