Dispute Resolution Training

The debate over dispute resolution training has raged for several years, with little agreement as to what constitutes a quality program. Some courses focus on conflict avoidance and mediation, while others emphasize videotaped simulations. These two distinct approaches are fundamental to a well-rounded training program. While there are many differences in the quality of training programs, most of them include the same basic topics, such as ethics and the role of the mediating process.

Basic Mediation Training

When looking for a good basic mediation training in dispute resolution, there are several factors to consider. A training should provide at least three role-playing opportunities with a trained mediator. Participants should have at least four hours of experience mediated a single dispute before enrolling in a class. Trainings should also be taught using the most up-to-date techniques, including Zoom camera. Moreover, trainings should follow ethical standards of practice and conduct.

After completing the basic mediation training, participants are eligible for the next step in the certification process. The NDR Tracking System enables a mediator to register with the National Association of Attorney-Mediators. The course is also approved for 26 CEUs for social workers. In addition, it fulfills the confidentiality requirements of the Association of Attorney-Mediators. To become a member of the organization, participants must successfully complete the training.

This training teaches mediators how to conduct successful negotiations and how to resolve disputes. The course also helps participants establish a neutral language and learn to deal with diversity issues in their cases. This training is highly interactive and builds on itself. Upon completion, students will be able to practice mediation skills on a wide variety of different cases. Those seeking training in dispute resolution should attend this course to broaden their practice. However, it is important to note that the JAMS course is geared primarily for law school graduates. Nonetheless, this training is equally appropriate for people who are not lawyers.

The Texas Alternative Dispute Resolution Procedures Act (TDRA) defines the standards for basic mediation training in Texas. The Texas Mediation Trainers Roundtable has surpassed the 40-hour training standards required by the DTA and TME in Texas. They also stress the importance of practice and use a comprehensive manual that contains extensive information on mediation. The Texas Mediator Credentialing Association maintains high standards for mediation in the state.

Intensive Dispute Training

The two-day program prepares lawyers for mediation in state and federal court ADR programs. It focuses on the specialized role of corporate counsel in the arbitration process, working with outside counsel, and addressing special ethical requirements for court-appointed mediators. The course also emphasizes problem-solving approaches and skills that ensure viable negotiated outcomes. The program is designed for ADR practitioners at all levels and consists of a ratio of 12 potential mediators to one trainer.

The course is highly interactive and aims to equip participants with a fundamental understanding of the mediation process. It focuses on traditional and non-traditional dispute resolution strategies. It also develops the skills necessary to manage conflicts between different parties and build stronger teams. The course builds on itself step-by-step, incorporating lectures, role plays, and video presentations. Students should be prepared to write a short paper, and should attend all sessions to achieve the best results.

Participants in the Mediation Intensive Training will learn about the Center's model of mediation. The program teaches participants to transition from advocacy to mediation. Participants can be attorneys, or other professionals. Among prior participants are attorneys, collaborative coaches, and non-profit staff. The course is accredited through Pepperdine's grading curve, and participants receive two semester credits. The certificates will be mailed to them after they successfully complete the program.

The course is intense and includes homework each night and attendance during the entire 40-hour session. All instructors are registered mediators in the state of Georgia and have years of experience in training professionals in dispute resolution. The training also fulfills 40 MCLE credit hours in New York for MFTs and LCSWs. Once you complete the training, you'll be equipped with the necessary skills to resolve disputes and build a solid practice.

Videotaped simulations

If you are teaching mediation or dispute resolution, you should consider using videotaped simulations. While email simulations are useful, they do not accurately reflect F2F interaction. In addition, video simulations are easier to organize, record for analysis, and grade. The process involved in conducting a videotaped simulation is quite different from that of email simulations. This article will outline the different aspects of videotaping.

ODR simulation workshops offer a unique opportunity for students to engage in a virtual learning environment while acquiring legal and digital skills. Participants can take roles as parties, arbitrators, and mediators in a hypothetical dispute. The simulations are student-centered and team-based. The author has been conducting ODR simulation workshops since 2007. The workshops have been well-received by students from diverse nationalities and languages.

Conflict avoidance

Many people are guilty of conflict avoidance. In fact, they may even avoid conflict completely - by avoiding the problem or disagreement altogether. Unfortunately, this strategy can lead to even more trouble later on. This is because conflict avoidance training encourages people to sidestep issues instead of addressing them directly. This tactic may sound counter-intuitive, but it can have major consequences for both parties. Here are a few ways to combat conflict avoidance in your workplace.

The first step towards solving a conflict is to understand your own position and that of the other party. Identify the issue, gather the necessary background information, and identify the outcome that both parties want. Then, take a step back and consider what would be the most rational course of action. Once you know what the other party wants, you can begin addressing it. In this way, you will avoid making mistakes that could further sabotage your team's success.

Another helpful step in resolving a conflict is to engage other people. If you avoid conflict, you may be alienating others and damaging your reputation. Conflict avoidance training should teach you how to use emotional skills to deal with difficult situations. If you avoid conflict and fail to get what you want, you are likely to end up with a dominant person who is unable to change his/her ways of communicating. If you're not able to change your communication strategy, you're likely to end up in a dysfunctional relationship.

Another effective way to address conflict is to implement simple reporting procedures. This will help you establish the real number of incidents and cases that occur. People often put off reporting conflicts because of perceived red tape. Conflict avoidance training will help counteract this inertia by reinforcing the importance of effective communication methods. Further, effective reporting mechanisms can help you track the success of prosecuting a criminal or harassing employee. If your workplace has implemented these steps, you'll be well on your way to reducing conflicts and improving your company's bottom line.

Conciliation

The purpose of the ILO course is to develop the skills of conciliators and mediators, who can facilitate labour dispute settlement. The training is designed to increase the recognition of the conciliation/mediation role and enhance competences. It provides participants with the knowledge and tools to mediate disputes and reach mutually beneficial outcomes. It is a useful complementary training to dispute resolution. In this course, you will learn how to effectively handle disputes without recourse to the court system.

While the process of conciliation is court-connected, it is a less formal version of the process. Instead of a judge or jury, a neutral third party serves as a neutral facilitator. The mediator or conciliation facilitator helps the parties clarify issues, assess strengths and weaknesses, and prepare for trial. Conciliation programs are approved to offer dispute resolution services in Probate and Family Court, Superior Court, and District Court.

Traditional labour dispute resolution methods such as arbitration and mediation have been affected by the recent changes in the global labour market. While adversarial rights-based processes such as litigation are still valid, they are increasingly replaced by consensus-based dispute resolution methods. Conciliation and mediation are two examples of informal processes, which are increasingly used to solve issues in the workplace and enterprise. And all three are effective. In this day and age, these processes should be included in dispute training for both parties.

While litigants seek the highest court ruling, conciliation and mediation provide a more cost-effective solution. A conciliator acts as a neutral third party, encouraging both parties to resolve the dispute peacefully and amicably. In addition, the mediator has legal expertise and a duty to provide relevant legal information to the parties, which will ensure that any agreement signed is compliant with relevant statutory frameworks. Moreover, a conciliator is trained to use an effective facilitative process and be impartial.